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15 16 17 October 2014 Follow the Women’s Forum on social media th GLOBAL MEETING Leading for a more equitable world WO MEN ' S FO RUM G L O BAL MEET I N 14 THE BOOK anniversary Deauville, France, 15-16-17 October 2014 Editorial The 2014 Women’s Forum Global Meeting, which marked the 10th anniversary of our flagship event in Deauville, built on the theme Leading for a more equitable world. With a broad sampling of topical content and powerful speakers, we took an in-depth look at the challenges women will face over the next decade, with an eye toward workable solutions.
In her closing remarks, Véronique Morali, my predecessor as President of the Women’s Forum for the Economy and Society, congratulated speakers, participants and partners for their courage to confront obstacles to women’s empowerment as well as for their perseverance in the drive to overcome them. “We live in a world of paradox, because we need to be cheerful, even though we are very depressed every year by what happens,” Ms Morali said. “We need to be focused and driven even though we are distracted by the constraints and the immensity of what we have to achieve every day as women.” The Global Meeting followed on the success of two other major Women’s Forum events in 2014 – Women’s Forum Brussels in the European Parliament, and the third edition of Women’s Forum Brazil in São Paulo – and preceded the historic Women’s Forum Myanmar-ASEAN in December.
As we head into the second decade of our existence, the Women’s Forum for the Economy and Society will play an increasingly vital role worldwide as a focal point for women’s voices. Along with upcoming events in Brussels, Brazil, Italy, Japan and Mexico, the inaugural Women’s Forum Dubai will take place in 2016 in the United Arab Emirates.
For my part, I hope to build on the successes of my predecessor and make the Women’s Forum the place where the future is conceived and imagined thanks to the will and the actions of women. Clara Gaymard President of the Women’s Forum for the Economy and Society
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2014 - WOMEN’S FORUM n 1 The Women’s Forum Global Meeting 2014 10th edition Leading for a more equitable world Deauville, France, 15 16 17 October 2014
CONTENTS
1 Editorial 48 BREAKOUT SESSION Diplomat 4 Digital activities and woman - rising past the bias 6 PLENARY Forum welcome 50 INITIATIVE CEO Champions 8 INITIATIVE The Mexican Delegation 52 PLENARY CEO Champions: Promoting best practice from 12 BREAKOUT SESSION Taking on Deauville to the European gender ethnic inequities in Mexico Commission 14 BREAKOUT SESSION Mexico 54 DISCOVERY Engage the Future innovates: Meet the new entrepreneurs 61 DISCOVERY Engineering Hub “Energizing tomorrow’s world” 16 DISCOVERY “Moving forward Siempre hacia adelante” 64 INITIATIVE Cartier Women’s Initiative Awards 18 PLENARY Standing together against world hunger 66 PLENARY Cartier Women’s Initiative Awards Ceremony 20 PLENARY For justice for all women 68 DISCOVERY “Entrepreneurship 22 BREAKOUT SESSION Why is Iceland for innovative solutions” the champion of gender diversity? 71 Gala reception hosted by Cartier 24 BREAKOUT SESSION Using a cellphone to check the spread of 72 BREAKOUT SESSION Brazil: malaria Our discontents and the search for renewal 26 DISCOVERY “Open new frontiers” 74 BREAKOUT SESSION Theater as 29 People & atmosphere a space for freedom 30 DISCOVERY Connecting Hub “Share, 76 BREAKOUT SESSION Eradicating inspire, innovate” energy poverty 34 PLENARY Women’s empowerment: 78 SIDE MEETING The future of Bearing witness to the changes healthcare is also a women’s issue 36 PLENARY No job, no future: The 80 PLENARY The future of digital great challenge of youth employment 82 DISCOVERY Digital Hub “Go digital, 38 Women for Change opening dinner go equitable” 40 DISCOVERY Culture Hub “Living is 86 BREAKOUT SESSION Setting new a work of art” global standards for diversity in 44 PLENARY Learning from new tech corporate leadership pioneers from emerging markets 88 BREAKOUT SESSION Why is Europe 46 BREAKOUT SESSION Social welfare becoming so intolerant? or liberal capitalism - what to do 90 BREAKOUT SESSION Net neutrality: about income equality? The end of the open Internet?
2 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 92 PLENARY My business and society: 132 INITIATIVE Women in Media leading for a more equitable world 134 DISCOVERY “Overcoming 94 DISCOVERY Governance Hub stereotypes” “Developing diverse work forces” 139 DISCOVERY In trust we trust 97 DISCOVERY “Creating shared value” 140 DISCOVERY Welcome to the 100 BREAKOUT SESSION New women’s planet: three generations innovators for the rule of law of women on the global evolution 102 SIDE MEETING Decoding leadership: of gender equality Disruptive results with radical 141 DISCOVERY Women’s added value implications to the creativity chain 104 BREAKOUT SESSION A champion 142 BREAKOUT SESSION A world free for climate action from female genital cutting 106 BREAKOUT SESSION Creating 144 BREAKOUT SESSION Leveraging the artificial intelligence program able the power of markets to achieve to qualify for University entry philanthropic goals 108 DISCOVERY “Further together” 146 BREAKOUT SESSION Sweat labor, 110 DISCOVERY “Blaze your own trail” discrimination, dispossession and violence: How companies can respect 112 INITIATIVE The Rising Talents human rights where others don’t 114 DISCOVERY “Free to dare, keen 148 BREAKOUT SESSION Thriving to share” during industry disruption 116 PLENARY Inequality matters 150 DISCOVERY Science Hub “Seeking 118 BREAKOUT SESSION Will ending solutions” food waste end food shortage? 154 DISCOVERY Social Impact Hub 120 BREAKOUT SESSION Myanmar “Partner, empower, transform” and Cambodia: Education for work 158 PLENARY Abe’s womenomics: for the lost generations Why it’s needed and not just in Japan 122 BREAKOUT SESSION Corporate 160 PLENARY Women’s empowerment: transparency: Navigating through Our roadmap for the next ten years uncertainty 162 PLENARY MC’s and the Forum’s last 124 SIDE MEETING Women at the top: words time to go faster! 163 Program 126 DISCOVERY “Transforming lives” 185 Partners 129 People & atmosphere 202 Management & Teams 130 DISCOVERY “Improving access to healthcare” 204 Credits
2014 - WOMEN’S FORUM n 3 WEBSITE
40 stories Partners Focus on the Mexican Delegation Studies (Interviews, Tribunes of speakers, ...) Interviews with Speakers and Partners Initiatives (Women in Media, Women for Change, Cartier Women’s Initiative Awards) Studies and Researches (BCG & OECD, Ipsos, Mazars, LIR / Altran, Safran, Diverseo) The Women's Street Art Project 2014 “She's a Leader” Series QR Code toward our website
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More info on our website www.womens-forum.com and our social 2014 networks - WOMEN’S FORUM n 5 plenary SESSION
Forum welcome
MC Gillian Martin Mehers, Founding Director, Bright Green Learning Speakers Véronique Morali, CEO, Webedia and President, Women’s Forum for the Economy & Society Elizabeth Weymouth, Senior Associate Editor, The Washington Post
When she initially took« over at The Post Véronique Morali, Elizabeth Weymouth Elizabeth Weymouth kicked off the proceedings by talking about her mother, the late my mother encountered Katharine Graham. Before she took over as publisher of The Washington Post for her recently deceased husband in 1963, Katherine Graham had raised four children and a lot of condescension. » done charity work, but never had a paid job. Elizabeth Weymouth Elizabeth Weymouth a donné le coup d’envoi des sessions plénières en rendant hommage à sa mère aujourd’hui décédée, Katharine Graham. Avant de devenir éditrice du Washington Post à la suite de son mari disparu en 1963, Katharine Graham avait élevé quatre enfants tout en s’investissant beaucoup dans des œuvres caritatives, mais n’avait jamais occupé un poste rémunéré.
Jennifer Milliken (Program Director of the Women’s Forum), Véronique Morali, Jacqueline Franjou (CEO Gillian Martin Mehers of the Women’s Forum)
6 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Ten years ago we were talking about how we need to get more« women to the top so that they can lead to create a more equitable world. We still need to fight, to fight, and to fight. » Véronique Morali
Véronique Morali
Breaking glass ceilings panies to give them time to spend with their Katharine Graham overcame condescending children, and finding a way to strike a good attitudes to transform The Washington Post life-work balance. She called specific atten- into one of the most successful companies tion to the high-tech industry and the recent in the United States, not only in the media comments by Microsoft CEO Satya Nadella industry but overall. She broke glass ceilings, suggesting that women should not ask for for example by refusing to go along with the raises. This, she said, was “pretty lame.” practice of post-meal gender segregation at The second part of the session was taken over Washington dinner parties. “The men would by Véronique Morali, who called attention to go to one room to talk about politics, and the 10th anniversary of the Women’s Forum the women to another to talk about fashion,” Global Meeting. She also noted that this she said. She refused to follow the women, would be her final year as President of the staying with the men to discuss public affairs. Women’s Forum. “This is only the beginning As a pioneer, Katharine Graham faced a spe- of a new adventure,” she said. “Ten years cial set of issues. “Few of you are the first ago we were talking about how we need to person in a position of power,” said Elizabeth get more women to the top so that they can Weymouth. But today’s professional women lead to create a more equitable world. We face other challenges, such as getting com- still need to fight, to fight, and to fight.” n
key figure Flash this code n There are 1,300 participants at the Global for the full video Meeting of the session Elizabeth Weymouth
2014 - WOMEN’S FORUM n 7 initiative
The Mexican Delegation
The Mexican Delegation in the Mexican Delegation Corner with Agustin Garcia López-Loaeza (Ambassador of Mexico to France), Salma Hayek Pinault and Jacqueline Franjou. Artwork by Bestabeé Romero
Each year, the Women’s Forum for the Economy and Society welcomes a delegation of remarkable women from a specific country or region to the Global Meeting. In the past 7 years we have highlighted China, India, the Middle East, European Nordic Countries, Brazil, Africa and Russia. In 2014 the Women’s Forum honored Mexico. Led by Salma Hayek Pinault, this Delegation was composed of 53 visionary women and men from business, politics, social entrepreneurship, academia, the arts, media and philanthropy.
Chaque année, le Women’s Forum for the Economy and Society accueille une délégation de femmes d’exception originaires d’un pays ou d’une région spécifique. Au cours des 7 dernières années, la Chine, l’Inde, le Moyen-Orient, les pays du nord de l’Europe, le Brésil, l’Afrique ou encore la Russie ont été mis à l’honneur. En 2014, c’est le Mexique qui tiendra le haut de l’affiche à l’occasion du Women’s Forum. Sous l’égide de Salma Hayek Pinault, la délégation était composée de 53 femmes et hommes visionnaires issus du monde des affaires, de la politique, de l’entreprenariat social, du monde universitaire, des The Mexican Delegation in the library arts, des médias ou encore de la philanthropie. of the French Senate
Danie Gomez, Altair Jarabo, Lucia Muñoz, Sofia Bonnet, Luz Marina Martinez, Ana Mondragón, Norma Bastidas María Del Carmen Bernal González, Laura Garcia, Tanya Moss Baran, Carla Garcia, Emilienne De León Aulina, Tanya Moss Baran Magdalena Zapata, María del Carmen Bernal González, Diana Zamora
8 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Gabriela Ramos, OECD Chief of Staff and Sherpa to the G20 The Mexican Delegation at the French Senate with Jacqueline Franjou and Joëlle Garriaud Maylam
The Mexican Delegation in the gardens of the Château de Versailles At the Global Meeting there was a special focus on Mexico with dedicated sessions, and Mexican speakers were invited to participate in sessions of the main program and Discovery sessions. The Discovery Hall was home to the Mexican Delegation Corner, which showcased original artwork from Mexican artist Betsabée Romero. The exclusive agenda for the Mexican Delegation included a two-day Altaír Jarabo, Magdalena Zapata Pilar Castillo, Rosa Adriana Díaz pre-program in Paris composed of special meetings with government Lizama representatives, corporate, media and international VIPs as well as cultural activities. Featured amongst the activities was a breakfast meeting at the French Senate, a lunch reception at the Residence of the Mexican Ambassador to France, a working session at the OECD Headquarters and an official gala reception hosted by Sodexo with international VIPs attending the Women’s Forum Global Meeting. n
Joëlle Garriaud Maylam, Laura Garcia, Emilienne de León Aulina, Rosario Pérez Jacqueline Franjou, Lucero Saldaña, Manuela De Jesus Cauich Ek, Sofia Bonnet Juana Neyvi Castro
2014 - WOMEN’S FORUM n 9 The Mexican Delegation
Marina Luz Martinez, Alejandra Calatayud, Lucia Muñoz The Mexican Delegation with the Dubai delegation at OECD
Michel Landel, Angel Gurría, Jacqueline Franjou, Lulu Quintana, The Mexican Delegation with Angel Gurría Dionisio Pérez‑Jácome The members of the Mexican • Norma Bastidas, Athlete Normabastidas. Delegation com • Lourdes Berho, Ceo, Alchemia • Pilar Maria Aguilar, Managing Director, Endeavor, Mexico • Sofia Bonnet, Human Resources Executive, Ibm • Lydia Alpizar, Executive Director, Association For Women’s Rights in • Alejandra Calatayud, Vice-President Development (AWID) & General Manager, Global Corporate • Gabriela Alvarez Avila, Partner, Curtis Payments - Latin America, American Mallet-Prevost Colt & Mosle LLP Express - Mexico • Katya Anaya de García-López, Embassy • Pilar Castillo, Audit Partner, Mazars in of Mexico in France Mexico • Alejandra Ancheita, Founder and • Juana Neyvi Castro, Mayor of Uayama Executive Director, Project on Economic, Municipality of Uayma, Yucatán, Mexico Social, and Cultural Rights (PRODESC) • Manuela De Jesus Cauich Ek, Mayor Agustín García López-Loaeza, Joëlle Garriaud • Maria Teresa Arnal, Ceo & Founder, of Moccocha, Municipality of Mococha, Maylam, Jacqueline Franjou, Olivier Fleurot Clarus Yucatán, Mexico
10 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Margarita Robles-Martinez, Annette Robles, Katya Anaya De García-López, Marina Luz Gandia Robertson, Julie Riotte, Karla Mawcinitt, Pilar Castillo, Gandia Robertson Martinez, Lourdes Berho, Laura Garcia Ana Mondragón, Alexandra Vitard
• Alexandra Cortina Charlier, Consultant, • Lorena Marquez Garza, Director of • Margarita Robles-Martinez, Coo, Entrepeneur Human Factor, Grupo Seguridad Integral Cohesión Comunicación & Marketing • Emilienne de León Aulina, Executive • Luz Marina Martinez, Cfo, Abb Mexico • Betsabeé Romero, Visual Artist Director, International Network of Sa de Cv • Ana Maria Salazar Slack, Ceo, Grupo Women’s Funds • Karla Mawcinitt, General Coordinator of Salazar • Maria Del Carmen Bernal Gonzalez, Communication and Image, Promexico • Lucero Saldaña, Senator, Senate of Director, Research Centre of Women in • Iris Vianey Mendoza Mendoza, Senator Mexico Senior Management, Ipade Business Mexican, Senate • Ana Maria Sanchez Sanchez, National School • Aura Mione, Founder & General Manager, President of The Mexican Association • Rosa Adriana Díaz Lizama, Senator, Headseekers of Women Entrepreneurs (Ammje), Mexican Senate • Natalia Mis Mex, Mayor of Tinum, Ammje (Asociación Mexicana De Mujeres • Daryn Fillis, Ceo, Amparin, S.a. de C.v. Municipality of Tinum, Yucatán, Mexico Empresarias) • Jessica Soule, Nmex, Talent • Melba Rosana Gamboa Avila, Mayor • Ana Mondragon, Director, Patronage of Management, Sr. Manager, Renault- of Yaxcaba, Municipality of Yaxcaba, the National Anthropology Museum Nissan Alliance - Mexico Yucatán • Tanya Moss Baran, Ceo, Tanya Moss Sa • Martha Uribe, Human Resources, Bp - • Carla Garcia, Public & Government de Cv Americas, Nestlé - Vevey Affairs, Exxonmobil, Mexico • Lucia Muñoz, Commercial & Sales • Elizabeth Vazquez, President, Ceo and • Laura Garcia, Executive Director, Operations Manager, North and South Co-Founder, Weconnect International Semillas, Sociedad Mexicana Pro America Abb, Mexico Sa de Cv • Ana Luisa Vega Perez, Bertha Fellow Derechos de La Mujer, Ac. • Rosario Pérez, President and Ceo, Pro Project on Economic, Social, and Cultural • Salma Hayek Pinault, Actress, Producer, Mujer Rights (Prodesc) Co-Founder Chime for Change, and • Gabriela Ramos, Chief of Staff and • Alexandra Vitard, Director, Government Member of the Kering Foundation’s Board Sherpa to the G20, Organisation for Relations Latin America, Honeywell of Directors Chime for Change Economic Cooperation and Development International Inc • Cristina Hernandez Betancourt, Human (Oecd) • Alexandra Von Wobeser, International Resources Director, Axa Global Direct • Julie Riotte, Executive Director, French Attorney, Debevoise and Plimpton Llp • Altair Jarabo, Actress, Televisa Mexican Chamber of Commerce • Diana Zamora, Mpa in International • Michele Lima, Human Resources • Gandia Robertson, Legal Advisor, Development Graduate, Harvard Director, Sodexo Organisation for Economic Cooperation University • Sylvia Lin, Head of Strategic Planning and Development (Oecd) • Magdalena Zapata, Business & Business Development, Latin America • Annette Robles Broker, Engagement Development and Marketing Director Generics Division, Sanofi Aventis - Mexico Leader Aig Seguros, Mexico Latam, Chep Mexico
2014 - WOMEN’S FORUM n 11 breakout SESSION Taking on gender and ethnic inequities in Mexico
Lydia Alpizar, Emilienne de León Aulina, Salma Hayek Pinault, Rosario Pérez
Moderator Lydia Alpizar, Executive Director, Association Mexico’s indigenous women face various forms of discrimination besides that due of Women in Development to gender. Over 70% of indigenous women are poor. The key to improving their lot is to give them the chance to generate an income for themselves, according to Rosario Speakers Pérez. That way they begin to get better food and housing for their families and better Salma Hayek Pinault, Actress, Producer, education for their children. Just as importantly, they get a greater voice in the running Co‑founder, Chime for Change, and Member of their households. “As they see they are generating income, they gain in confidence. of the Kering Foundation’s Board of Directors There is a ray of hope and this unleashes unbelievable power,” she added. Emilienne de León Aulina, Executive Director, Land rights are another big issue, particularly with men migrating in search of work and International Network of Women’s Funds leaving their wives to run the family. Only 30% of indigenous women own land. Rosario Pérez, President and CEO, Pro Mujer International Au Mexique, les femmes indigènes subissent différentes formes de discrimination, outre celles liées à leur sexe. Plus de 70 % d’entre elles vivent dans la pauvreté. Selon Rosario Pérez, la solution pour améliorer leur qualité de vie consiste à leur offrir la possibilité de s’assurer des revenus. Elles pourront ainsi améliorer l’alimentation et le lieu de vie de leur famille et permettre à leurs enfants de bénéficier d’une meilleure éducation. En outre, elles auront ainsi davantage leur mot à dire au sein de leur foyer. « Lorsqu’elles réaliseront qu’elles sont capables de percevoir des revenus, ces femmes gagneront en confiance. Il existe donc une lueur d’espoir synonyme de pouvoir incroyable », ajoute Rosario Pérez. Les droits du sol constituent un autre problème majeur, en particulier à l’heure où les hommes sont contraints de migrer pour trouver du travail, abandonnant ainsi leurs épouses et les laissant prendre soin de la famille. Seuls 30 % des femmes indigènes sont aujourd’hui propriétaires de terres.
Indigenous women are really wise women, they are the« ones taking care of their communities. They need their voices to be heard. They need spaces. Emilienne de» León Aulina Emilienne de León Aulina
12 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Lydia Alpizar
I ask them what is your dream? But they do not understand« the question. They have never been encouraged to dream, they are just trying to survive the day. » Salma Hayek Pinault
Laws not enforced Problem with impunity Salma Hayek Pinault said one of the big Panelists also noted that impunity continued problems is that laws – which are often to be a problem in Mexico when it comes favorable to women – are not enforced. “On to violence against women. Even Alejandra paper they are supposed to be protected, but Anchieta, the Mexican lawyer who won this they are not.” She said international pressure year’s Martin Ennals Award for Human Rights Rosario Pérez is needed for change to come on women’s Defenders, has been threatened, one panelist rights. The Roman Catholic Church should noted. The young lawyer, who was in the place less emphasis on holding families audience, won the award for her work with together in cases of domestic violence, migrants, workers and indigenous peoples. n she said. “Because they are married, some (women) have a fear of God meaning that they cannot leave home. But the first law of Indigenous women have God is to protect your life.” « Leadership was an issue stressed by all three strikes against them panelists. Indigenous women have enormous leadership potential, but this potential – they are women, they are needs to be encouraged and developed. indigenous and they are poor. The media can play a role in changing society’s perceptions of indigenous women. So in our society they are For example, if an indigenous woman is portrayed on television, it is inevitably in the pretty invisible. role of a domestic help. »Rosario Pérez Salma Hayek Pinault 2014 - WOMEN’S FORUM n 13 breakout SESSION hosted by ABB Mexico innovates: Meet the new entrepreneurs Host welcome: Lucia Muñoz, Commercial and Sales Operations Manager, North and South America, ABB Moderator: Aurélie Salvaire, Vice-President, Women’s WorldWide Web Aurélie Salvaire, Pilar Maria Aguilar, Tanya Moss Baran, Aura Mione, Lucia Muñoz Speakers Mexicans are very creative people, yet entrepreneurship is not one of the attributes Pilar Maria Aguilar, General Director, Endeavor Mexico most associated with them. Asked for a word to sum up the country, the audience provided a host of suggestions, ranging from culture to chaos, celebration, creativity, Aura Mione, Founder and General Director, pride and passion. Nobody mentioned entrepreneurship. But more than 500,000 new HeadSeekers businesses are launched each year in the country, so entrepreneurship is not lacking. Tanya Moss Baran, Jewelry designer and Founder, Tanya Moss Si les Mexicains sont des individus très créatifs, l’esprit d’entreprise n’est pas l’une des caractéristiques qui les décrivent le mieux. Lorsqu’on leur a demandé de citer un mot décrivant leur pays, les membres du public ont proposé une multitude de suggestions, Mexico is also flexibility. allant de la culture au chaos, en passant par la célébration, la créativité, la fierté ou « encore la passion. Personne n’a cependant mentionné l’entreprenariat. Toutefois, avec I would compare it to an 500 000 nouvelles entreprises créées chaque année, le pays ne manque pas d’esprit adolescent. It is impulsivity, d’entreprise it is flexibility and it is also resiliency. » Aura Mione When I started 20 years ago,« the word entrepreneur was not in my dictionary. I just dreamed of something and went out and did it. Tanya Moss »Baran Tanya Moss Baran Lucia Muñoz
14 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Pilar Maria Aguilar, Tanya Moss Baran Aurélie Salvaire Our job at Endeavor is to foster economic growth, and we are convinced that the« only way to do that is by helping and supporting the best entrepreneurs. Pilar Maria» Aguilar
Women are responsible for around half of different from what they really want. “Some these start-ups. Yet of the 140 entrepreneurs clients tell me ‘under the table’ that they being assisted by Endeavor Mexico, an do not want women,” Aura Mione said. To organization dedicated to supporting and counter this, her company provides no names advising new entrepreneurs, only 14 are with candidate profiles, and their placement women, Pilar M. Aguilar noted. In part it is ratio is around 50-50 men to women. a cultural issue; women prefer not to ask for Tanya Moss Baran said global brands posed help or think they do not need it, or else lack another big challenge to new businesses. the confidence to ask. Aurélie Salvaire noted “We are not competing against just one that women often don’t ask for help, while other brand, but against everything that is men are conditioned to ask. Women have out there… ,” she said. “We need to be more problems with self-esteem that they need to competitive.” address, Aura Mione agreed. Traditionally most start-ups are family- run businesses, largely due to a lack of Big challenges financing. But this situation is changing and A big challenge facing young businesses venture capital is becoming more available. that want to grow is to build the right sort The current generation of entrepreneurs in Aura Mione of team. For Pilar M. Aguilar, women have Mexico is the first not to be permanently an advantage here because they are more plagued by inflation and economic crisis, the prepared to be team players and are used to There is a saying in panel noted. n not doing everything alone. The single most « difficult decision facing a growing business is Mexico that if you don’t key figures how to grow your team, she said. n know it, invent it. When it comes to recruitment, what larger 500,000 new businesses are launched each year in Mexico. companies say they want is often very »Aura Mione
2014 - WOMEN’S FORUM n 15 discovery SESSION Mexico has successfully implemented high-impact housing programs, and the current by ABB, Sodexo and with the support of OECD president is actively working to reduce hunger. Yet challenges remain for the country. Latin America has the highest rates of teen pregnancy. Most Mexican men work full or part time, but more than 500,000 men go to the United States to work every year, leaving women behind as heads of household. Further, although women work and contribute to the economy, Mexican law does not allow women to own land.
Le Mexique a mis en œuvre avec succès des programmes de logement efficaces, et le président du pays s’est donné pour mission de réduire la faim. Pourtant, de nombreux How to invest défis restent à relever dans le pays. C’est en Amérique latine que le nombre de grossesses d’adolescentes est le plus élevé. Si la plupart des hommes mexicains travaillent à temps for a better plein ou à temps partiel, plus de 500 000 d’entre eux se rendent aux États-Unis chaque année pour travailler, contraignant ainsi les femmes à gérer leur foyer. Alors que les femmes world? travaillent et participent à l’économie, la loi mexicaine ne leur permet cependant pas d’être propriétaires de leurs terres.
Moderator Lourdes Berho, CEO, Alchemia Speakers Christina M. Alfonso, Founder and CEO, Madeira Global Laura Garcia, Executive Director, Semillas Luz Marina Martinez, Country CFO, Mexico, ABB Luz Marina Martinez, Christina M. Alfonso, Laura Garcia, Lourdes Berho Although the Mexican stock exchange and companies will be compelled to allocate recently joined the United Nations Sustainable capital not only for profit, but also to create Stock Exchanges initiative, there is still services, products and infrastructure that Investing in infrastructure resistance among companies when it comes will positively impact society and future to embracing sustainability standards. In Latin generations. Finally, it is essential for not« only improves communi- America, corruption is an obstacle to public- companies to engage with communities private partnerships (PPPs), and the concept and harness their experience and expertise ties and creates opportunities, of PPPs is fairly new in Mexico. Furthermore, rather than making unilateral decisions about it also helps governments it is easier to calculate returns on investment social or environmental initiatives. PPPs can for traditional investments. Companies tend facilitate these changes. attract foreign investment. to think primarily in these terms, and not all Impact investment seeks not only to drive » of them can or will invest the time, money and financial returns, but also to have a measurable, Luz Marina Martinez effort to measure social impact. scalable impact across the environmental, This will necessarily change soon because social and governance (ESG) spectrum. To environmental and social issues are critical do so, it is necessary to examine qualitative to healthy communities. Companies must data that, though it can be very revealing, is Money can begin to realize that they too are members of their more often than not dismissed. Public-private solve« environmental and communities and that they can only thrive if partnerships (PPPs) and impact investment their communities thrive. In addition, thanks are key to creating a better world for women social issues, but it needs to the Internet, people are more informed, and society. n to be paired with cultural key figures n 2 billion people in the world have no electricity, and 1.3 billion do not have access to clean changes. water. n More than 92% of investment in women and girls in Mexico comes from foreign aid. » n Only 9% of the total worldwide foreign aid budget is invested in women and girls. Out of that Christina M. Alfonso 9%, more than 70% goes only to education for women and girls.
16 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION What began as a conversation about the financial literacy and inclusion of women became a passionate debate about how desirable and possible it might be for individual members of the Mexican lower class to move toward a cashless economy.
Women’s Ce qui commença comme une discussion sur le savoir financier et l’inclusion des femmes s’est vite transformé en un débat animé autour des avantages que pourrait représenter financial une économie sans espèces pour les individus de la classe inférieure mexicaine. inclusion « The poor are probably the best cash managers by as a top priority far, the problem is safety. Cash is a big enemy of Moderator »« Anthony Gooch, Director of Public Affairs and the poor... the more we digitize money the better it is for Communications, OECD people. Well, maybe for the narcos it won’t be so nice. Speakers » Alejandra Calatayud, Vice-President and Latin America is really underbanked. General Manager Global Corporate Payments – « »Rosario Pérez Latin America, American Express Mexico Rosario Pérez, President and CEO, Pro Mujer There are 2.5 billion ‘financially excluded’ delegation. Digital banking only works when International individuals worldwide, said Anthony Gooch, people have easy access to electricity, said the majority of whom are women. Women on Cristina Hernandez Betancourt of AXA, and a a low income, he continued, are 30 times less large proportion of the population of Mexico Managing your money likely to have their own bank account than do not. Furthermore, she noted, digital banking « men. can incur fees, which the poor would be should not be a privilege, it In Latin America the situation is particularly unwilling or unable to incur. severe. Rosario Pérez described Latin “It is very expensive to be poor,” Alejandra should be a right. America as a “really underbanked continent.” Calatayud conceded, and Mexican banks » People do save, she said, people do borrow, need to tighten regulation. “Managing your but they borrow from family members money should not be a privilege, it should be a Without question, digital and acquaintances. Some Latin American right,” she said. « countries are attempting to get more people Ending the session on a positive note, Anthony is the way to go. into the mainstream economy, Rosario Pérez Gooch commented that though the situation » said, highlighting Peru as an example, where was not perfect in Mexico, many countries still Alejandra Calatayud instruction on personal finance is mandatory in looked up to Mexico as an example, and the schools. The same cannot be said for Mexico, country has been one of the most attentive to key figures Alejandra Calatayud noted, where personal OECD recommendations in recent years. n n 2.5 billion people are financially excluded finance is not taught and math results are poor. worldwide. Amongst these, the majority are women. Financial inclusion in Mexico n Women on low incomes are 30 times less Conversation then concentrated specifically on likely to have a bank account than men. the situation in Mexico, where both Alejandra n 65% of all adults in Mexico have no Calatayud and Rosario Pérez agreed the issue relationship to a financial institution. n 77% of monetary transactions in Mexico of financial inclusion transcends gender. Some happen in cash. 77% of transactions in Mexico happen in cash. n Only 10% of corporations in Mexico use “Cash is a big enemy of the poor,” Rosario solutions for cash credit. Pérez said. “The more we digitize money the n In Mexico, most people, even the poor have better it is for all people.” access to a cellphone, but 85% of them are An opposing view came from the floor, which prepaid. was populated by members of the Mexican Alejandra Calatayud, Anthony Gooch, Rosario Pérez
2014 - WOMEN’S FORUM n 17 plenary SESSION Standing together against world hunger Moderator Ann Walker Marchant, CEO, the Walker Marchant Group, and Member of the Women’s Forum Program Committee Speaker Ertharin Cousin, Executive Director, World Food Programme
Flash this code for the full video of the session Ertharin Cousin discussed a broad range of issues related to hunger and the campaign to eliminate it within a generation. Hunger and malnutrition are related to other major concerns such as security, health and gender equality. Ann Walker Marchant guided the « As Madeleine Albright conversation in a question-and-answer format. said, there is a special place Ertharin Cousin a abordé de nombreuses problématiques liées à la faim dans le monde et présenté la campagne visant à l’éradiquer en l’espace d’une génération. La faim et la in hell for women who don’t malnutrition sont indissociables d’autres problèmes majeurs tels que la sécurité, la santé help other women. et l’égalité des sexes. Ann Walker Marchant a animé le débat au cours d’une séance de » questions-réponses. Ertharin Cousin
Ertharin Cousin, Ann Walker Marchant Ertharin Cousin
18 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks I cannot afford to be overwhelmed because I need to be able« to have conversations with people so that we can build what we need to face the challenges. » Ertharin Cousin
Ann Walker Marchant Ertharin Cousin
Security and hunger meet in Syria, a country The WFP is financed by donations, mostly detrimental to their families if they do not get that has been entangled in conflict for more from governments. Political leaders generally those micronutrients.” than three years. The World Food Programme earmark financial outlays, often directing Ertharin Cousin also discussed women (WFP) is working to feed three million refugees them to high-profile campaigns. For example, in leadership positions. A previous WFP who have fled to neighboring countries. But many people wanted to send money to Haiti executive director tried to increase the there are also 6.5 million internally displaced immediately after the 2010 earthquake, but proportion of women in top roles to 40%. people. As Islamic State (ISIS) grows in two years later the WFP had shut down two Ertharin Cousin said that she makes sure strength, Ertharin Cousin is worried about important programs, one for school meals that half of the promotions she gives in the being able to reach those people, who could and another directed at women and children, organization go to women. n otherwise become dependent on ISIS for for budgetary reasons. food. To supplement public monies, Cousin has embraced partnerships with the private Fundraising challenges If women are not healthy, sector, for example with the consulting firm Syria provides a good example of the WFP’s « BGC and the consumer goods company fundraising challenges. Syrian food relief the family is not healthy. Unilever. Companies may provide money or efforts are on a month-to-month budget, in-kind donations in the form of expertise or They think they are making a with cash guaranteed only until the end of specialized resources. “If you want to partner October 2014 at the moment. with us we are open for business,” she said. sacrifice, but it is detrimental
No more “women eat last” to their families if they do not key figures Ertharin Cousin described how poor women n One in nine individuals does not have get those micronutrients. enough food to live an active and healthy first feed their children, then their husbands, and finally, if anything is left over, it is their » life. Ertharin Cousin n One-third of food is thrown away. turn. The WFP aims to end this practice n There are 52 billion chickens in the world and make sure that women have access to and 6 billion cows. sufficient food. “If women are not healthy, Flash this code for an n Some 165 million children are chronically the family is not healthy,” she said. “They exclusive interview of malnourished. think they are making a sacrifice, but it is Ertharin Cousin
2014 - WOMEN’S FORUM n 19 plenary SESSION For justice for all women Moderator Mariane Pearl, Editor-in-Chief, Chime for Change Speaker Salma Hayek Pinault, Actress, Producer, Co‑founder, Chime for Change, and Member of the Kering Foundation’s Board of Directors
Flash this code for the full video of the session
I am asked if I am Everybody can help promote justice for women and no contribution is too small to be valuable, Salma Hayek Pinault declared. Bringing together the anonymous efforts of a« feminist. But if men individuals and ensuring that they have an impact is a key role of the Chime for Change organization that she co-founded with US singer Beyoncé and Frida Giannini, creative were treated the same director of Gucci, the Italian fashion company. way women are treated, Nous sommes tous en mesure de promouvoir la justice pour les femmes et toute contribution, si modeste soit-elle, est précieuse, selon Salma Hayek Pinault. L’organisation I would be fighting « Chime for Change », qu’elle a fondée aux côtés de la chanteuse américaine Beyoncé et for them. de Frida Giannini, Directrice de la Création de la célèbre marque italienne de prêt-à-porter » Gucci, a vocation à unir les efforts anonymes des individus pour en garantir l’impact. Salma Hayek Pinault
Chime for Change is an organization« of our time. It brings together so many partners to do what they can do best. » Mariane Pearl
Flash this code for an exclusive interview of Salma Hayek Salma Hayek Pinault Mariane Pearl
20 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks We can all do something. We should not be dismissive about« the little things that we can do. They have rippled effects. » Salma Hayek Pinault
Salma Hayek Pinault Mariane Pearl, Salma Hayek Pinault
Among the projects helped by Chime for Asked how she had first become concerned Many people want to help the cause of Change is a school in Karachi, the Dream about women’s rights, Salma Hayek Pinault women but do not know how. But it does not Model Street School, which opened its said that it was when she was six and she saw take much. If people dedicated just a little new premises in August 2014. The school’s a woman being beaten by her husband in the of the time that they spent on their mobile founder and inspiration, Humaira Bachal, street. “I realized that a lot of the problems phones or other gadgets, they could make a overcame intense opposition and distrust have to do with violence being accepted as big difference, Salma Hayek Pinault stressed. from local people when she insisted that a normality,” she said. “Violence starts in the Chime for Change offers people a tool they girls must also attend. The school gives free household. That may be where it starts, but can use to take part. “So you do not have an schooling for two sons for every daughter we are all affected,” she added. excuse not to do anything. You can also see enrolled and currently has over 120 girl how your help is being used,” she said. n Bringing people and organizations together students. “We have to change minds. That The Mexican actress and activist said that is the really big fight. They are the walls she had been disappointed by the high stopping us being what we can be,” Salma degree of competition that exists between Hayek Pinault said. non-governmental organizations (NGOs), Education, health and justice which often seem to be competing for the Chime for Change focuses on three issues it limelight. But Chime for Change sought sees as crucial to women’s rights – education, to harmonize the work of NGOs and not health and justice. “What happens to girls compete. She also discussed the work of when you educate them?” rock star Madonna the Kering Foundation. The Foundation asked a global fund-raising concert in June was launched by her husband, French 2013 that was backed by a host of stars from businessman François-Henri Pinault, five film, music and television. “You empower years ago to support women’s rights. It also them,” she said in a video. So far, Chime for focuses on three issues – sexual violence, Change has supported some 280 projects harmful traditional practices, including in around 80 countries, rescued 75 victims forced marriages, and domestic violence. of sex trafficking and vaccinated 13,000 The Foundation had helped some 140,000 Cambodian children against tetanus. women, she said. Salma Hayek Pinault
2014 - WOMEN’S FORUM n 21 Venture capital firms breakout SESSION don’t« understand technology Why is companies. »Maria Teresa Arnal Iceland the champion of gender diversity?
Moderator Monika Queisser, Head of Social Policy Division, OECD
Speakers Is Iceland a women’s paradise? The facts about gender equality in the country – the top Ragnheiður Elín Árnadóttir, Minister of Industry performer in the World Economic Forum’s Gender Gap Index – are impressive. In 2001, and Commerce of Iceland nine months of parental work leave was introduced, three of them reserved for fathers Silvana Koch-Mehrin, Founder, Women only. Since then, the use of “daddy months” has increased from 3% to nearly 33%. By in Parliaments Global Forum 2016, the total parental work leave will go up to one year, with fathers’ and mothers’ Rannveig Rist, General Manager, Rio Tinto Alcan leave raised to five months each and two months to be shared. Iceland L’Islande est-elle un véritable paradis pour les femmes ? Les chiffres liés à l’égalité des sexes dans le pays – qui occupe le haut du classement du Gender Gap Index (indice mondial des écarts entre les hommes et les femmes) du Forum Economique Mondial – sont édifiants. Depuis 2001, la durée du congé parental s’élève à neuf mois, dont trois réservés exclusivement aux pères. Depuis cette date, l’utilisation des « mois du père » est passée de 3 à près de 33 %. D’ici à 2016, le congé parental total s’étendra à une année : Other countries can learn pères et mères auront la possibilité de bénéficier d’un congé de cinq mois chacun et de from« Iceland. It may be small, deux mois en commun. but you can still get insights; for example, the only bank that survived the economic crisis was run by women. » Silvana Koch-Mehrin
Silvana Koch-Mehrin Monika Queisser
22 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks I fought against the quota. Now that I am the minister, I could« abolish it, but in my conversations with industry, the message was ‘leave it alone.’ » Ragnheiður Elín Árnadóttir
Ragnheiður Elín Árnadóttir Monika Queisser, Rannveig Rist, Ragnheiður Elín Árnadóttir, Silvana Koch-Mehrin
The ripple effects of the parental leave policy but persisted and succeeded. “I was like a are clear. Men who spend more time with caterpillar making a new road,” she said. “It their babies bond with them more intensely, was quite a responsibility to be the first.” She I paved the way for becoming closer to them and more involved now gives bonuses to encourage managers « in their lives. The ‘risk’ to employers of an in the factory she runs to hire more women. women in engineering, employee taking parental leave no longer “We have to find tricks to get people out of falls on women alone. their comfort zone,” she explained, adding but it’s still a rocky road. Iceland is not yet the promised land for that the men are won over once they see » Rannveig Rist women, however. “We sound very good, but what a good job the women do. we are not there yet,” noted Ragnheiður Elín Iceland may be small and may still have a Árnadóttir. “We are very proud of where we way to go, but it can serve as an effective are, and we have a lot of good role models, role model for other countries. “Iceland’s but there is a lot we would like to make case is impressive,” noted Silvana Koch- better.” Mehrin, speaking of the gender quota of 40% Parity in salaries, for example, has not yet been women on the boards of companies with achieved, and women still have to struggle to over 50 employees. “It shows that it works – be accepted in jobs traditionally held by men. once it has been pushed through and many Rannveig Rist encountered strong resistance stakeholders are involved, nobody wants to to her dream of becoming a marine engineer, move back.” n key figures n In Icelandic companies with over 50 employees, 40% of corporate board directors are women, in conformance with a quota introduced in 2010. n In Iceland, 33% of fathers take three months of paternal leave at 60% of their regular salary, which they are allowed by law. Rannveig Rist
2014 - WOMEN’S FORUM n 23 breakout SESSION hosted by Orange Using a cellphone to check the spread of malaria
Host introduction and Moderator Emmanuelle Pierga, Head of Communication, Orange Healthcare Speaker Caroline Buckee, Assistant Professor of Epidemiology and Associate Director, Center for Communicable Disease Dynamics, Harvard How can health providers work with communications technology to improve care and School of Public Health patient outcomes? Enhancing access to data obtained from cellphones is a strategic priority for companies such as Orange, and is also becoming an increasingly effective tool for epidemiologists. It can help track infectious diseases such as malaria, cholera, polio and, most recently, Ebola, by producing regional mobility maps. “The burden of infectious diseases globally lies squarely in the poorest regions,” said Caroline Buckee. “Malaria has been with us for thousands of years, but it is treatable and preventable.” Rising populations Comment les professionnels de santé peuvent-ils exploiter les technologies de and increasing« mobility communication afin d’améliorer les soins et la prise en charge des patients ? L’optimisation de l’accès aux données issues des téléphones mobiles est devenue une priorité stratégique with people traveling pour des entreprises telles qu’Orange, et constitue un outil de plus en plus efficace pour les épidémiologistes. Ces données peuvent en effet permettre de suivre des maladies across regions are creating infectieuses telles que la malaria, le choléra, la poliomyélite ou, plus récemment, le virus Ebola en produisant des cartes de mobilité régionale. « A l’échelle mondiale, le poids a ‘perfect storm’ des maladies infectieuses repose entièrement sur les régions les plus pauvres », explique for infectious diseases. Caroline Buckee. « Si la malaria existe dans notre société depuis des milliers d’années, il » est toutefois possible de la guérir et de la prévenir. » Caroline Buckee « Nothing highlights the problems created by regional travel more than the spread of Ebola. » Caroline Buckee
24 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks As a company, we are helping because of business even if nothing« may come of it for years, or a decade, but it is also good for people, so it’s a common interest. » Emmanuelle Pierga
Caroline Buckee Caroline Buckee, Emmanuelle Pierga
The main problem is rising populations track of movements and the spread of combined with rapidly increasing mobility, for infectious diseases by monitoring and logging example through displacement or seasonal communications each time a call is made. This migration. The end result is that the most contributes toward a clearer picture of how vulnerable people do not have access to millions of people are moving. Data remain health care because they are hard to reach. anonymous – a key element of trust when So how can we improve programs designed dealing with often suspicious populations. to reach target populations? What has been Using mathematical models to analyze phone missing is data on how people move around, data, health providers in Kenya can estimate as this can help decide how many vaccines the spread of malaria from infection sources, or treatments are needed, and where to place such as Lake Victoria. Similarly, in Pakistan, a them. cellphone company is working with Caroline Cellphones: a crucial tool for mapping Buckee’s team to keep track of dengue Increasing ownership of cellphones makes it fever, a primarily urban disease that is now possible to get a picture of what is happening. spreading. “Unless you deal with the source, Telecoms operators are helping to keep you cannot control the epidemic,” she said. n
key figures n 1/4 of all deaths, and 65% of child deaths, from infectious diseases occur in the poorest parts of the world. n 14 million cellphone subscribers in Kenya are helping to keep track of malaria. Emmanuelle Pierga
2014 - WOMEN’S FORUM n 25 discovery SESSION Jean-Philippe Nuel, who works with Accor and other international hotel chains, specializes in turning historic buildings into hotels. He recently converted the legendary by Accor Art Deco Piscine Molitor in Paris, now classified as a historic monument, into a luxury hotel, part of Accor’s MGallery collection. “The Hôtel Molitor, with its big indoor and outdoor swimming pools, is unique,” he said. “I imagined businesswomen and -men arriving at this urban resort after a long day of meetings at La Défense and having an opportunity to disconnect.” He is now working on converting Trouville’s Les Cures Meet with Marines, another historic building, into an MGallery hotel and spa set to open in 2015. Jean-Philippe Nuel travaille en collaboration avec Accor et d’autres groupes hôteliers a visionary internationaux. Il est spécialisé dans la transformation de bâtiments historiques en hôtels. Il a récemment métamorphosé la mythique piscine Art Déco Molitor à Paris, désormais designer: monument historique, pour en faire le nouvel établissement de luxe de la collection MGallery d’Accor. « L’hôtel Molitor, avec ses grandes piscines intérieures et extérieures, est un établissement unique », explique-t-il. « J’ai pensé à des femmes et hommes d’affaires Jean-Philippe arrivant dans ce complexe urbain après une longue journée de réunions à La Défense et pouvant enfin déconnecter. » Jean-Philippe Nuel travaille actuellement à la transformation Nuel des Cures Marines de Trouville, autre bâtiment historique de renom, en hôtel spa MGallery qui devrait ouvrir ses portes en 2015. Introduction Isabelle Daviaud, Senior Legal Counsel, Accor His approach to updating historic sites personality of its own, while he also considers France involves a mix of heritage and modernity. local culture and the customer profile. In Italy, Moderator “We have roots,” he said, “but we live in the for example, the concept of privacy is not at Xavier Louyot, SVP Marketing EMEA, Luxury & 21st century.” Through each of his projects, all the same as it is in Norway. The constants: Upscale Brands, Accor France he likes to set the scene for a story that will good connectivity and quality facilities. Speaker be continued by the guests who stay there. When it comes to designing with women trav- Jean-Philippe Nuel, Interior Architect and “It’s like a book, the first pages of a book, elers in mind, Jean-Philippe Nuel takes care Designer and each guest can continue to write her own of those basics first and then incorporates story.” For Trouville, for example, he refers details he considers as being of particular to back to Madeleine Vionnet, Paul Poiret and concern to women: good lighting in corridors Coco Chanel, fashion designers who dressed for safety reasons, quality lighting in bath- so many clients of the former thermal baths in rooms and elevators, and lively, bright, open We have roots, but we live the Roaring Twenties. bar areas where women feel more comfort- « able than the would in a dark, old-fashioned Identity and local culture in the 21st century. bar. n Describing his particular approach, Jean- » key figures Jean-Philippe Nuel Philippe Nuel said he first takes into account the identity of the brand and then factors in n 80% of all travel decisions are made by women the hotel’s location, which may have a strong I always know when a hotel« is designed by a man: there are no outlets near the mirror to plug in a hair dryer. » Michelle Daisley Isabelle Daviaud Xavier Louyot Jean-Philippe Nuel
26 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Women represent a significant and growing share of the business travel market, and hotel operator ACCOR has set up a task force to better understand the needs and expectations of women business travelers. It surveyed 250 women customers from its Are the loyalty program to learn what factors businesswomen take into account when choosing a hotel. Key findings showed that women are primarily concerned about safety, comfort, expectations wellbeing and having balanced food choices. La gent féminine représente une part significative et croissante des voyageurs d’affaires. of women Le groupe hôtelier ACCOR a ainsi décidé de créer un groupe de travail destiné à lui permettre de mieux comprendre les besoins et les attentes des femmes en déplacements who travel so professionnels. ACCOR a mené une enquête auprès de 250 clientes adhérant à son programme de fidélité afin de découvrir les aspects dont elles tiennent compte lorsqu’elles different from choisissent un hôtel. Les principaux résultats ont révélé que les femmes se soucient principalement de leur sécurité, de leur confort et de leur bien-être et souhaitent pouvoir those of men? maintenir une alimentation équilibrée.
Speakers We are convinced that gender diversity enhances Xavier Louyot, Senior Vice-President Marketing « EMEA, Sofitel Pullman MGallery, ACCOR performance, innovation and creativity. Isabelle Daviaud, Senior Legal Counsel, ACCOR » Isabelle Daviaud
To address those concerns, Julie Grégoire, Today WAAG has more than 12,000 members operational lead of ACCOR’s upscale hotel in 60 countries on 5 continents, and offers brands in France, created a new offer of ame- programs such as mentoring, training and In business hotels, the nities and services known as ‘Inspired by her.’ networking opportunities. “It is interesting to « A guest may choose the size and location of share best practices, which are quite different offering is usually designed by her room, for example. Robes and slippers in from country to country. We also share expe- men for men. It was crucial her size, skirt hangers, a full-length mirror and riences with other women’s networks such as a range of herbal teas are among the ameni- Orange and Women in Tourism. Our training for us to have a woman taking ties included in the offer, while items like nail programs have been a huge success,” said polish remover, make-up remover, manicure Isabelle Daviaud. n the lead on this initiative... to kits and tights are available for purchase. The create an indisputable and initiative is currently being tested at MGallery hotels, and “95% of the feedback so far has legitimate offer. been positive,” said Xavier Louyot, “which is » an invitation for us to further deploy the initia- Xavier Louyot tive to other ACCOR brands.” Women account for 47% of ACCOR’s work- force of 160,000 people, and 41% of manage- ment, 28% of general management and 22% key figures of top and senior management roles. ACCOR n ACCOR has 160,000 employees, of which launched the WAAG (Women at Accor Gener- 47% are women. ation) network in 2012 to combat gender ste- n Women account for 41% of managers, 28% reotypes and to boost the number of women of general managers, and 22% of top and general managers at individual hotels and at senior managers. headquarters. “We are convinced that gender n In 2000, just 4% of ACCOR’s business travelers were women versus 27% in 2013. diversity enhances performance, innovation and creativity,” said Isabelle Daviaud. Isabelle Daviaud, Xavier Louyot
2014 - WOMEN’S FORUM n 27 discovery SESSION For professionals who must juggle time zones and geographies in addition to tasks and roles, maintaining healthy eating habits can be quite a challenge. Patrick Jarno, by Accor the Chef at the Sofitel Quiberon Thalassa Sea & Spa, was an early proponent of serving healthy cuisine to hotel guests. Some thirty years ago, he developed, with the Institut Pasteur de Lille, a ‘De-light’ selection of healthy dishes that looked, felt and tasted like the refined dining experience expected by the hotel’s upscale clientele.
Between Pour les employés contraints de jongler entre les fuseaux horaires des différentes régions du monde tout en accomplissant leur travail, maintenir des habitudes alimentaires saines salad and peut devenir un véritable casse-tête. Patrick Jarno, Chef de l’établissement Sofitel Quiberon Thalassa Sea & Spa, fut l’un des premiers à servir une cuisine saine aux clients. Il y a une trentaine d’années, il a créé, en collaboration avec l’Institut Pasteur de Lille, une pasta – what sélection « De-light » proposant des plats équilibrés dont l’aspect, la senteur et le goût ont is the right food satisfait au raffinement attendu par la clientèle haut de gamme. Think global, act local The ‘De-light’concept is largely based on rhythm when The ‘De-light’ concept can now be found at fresh, quality products and reduced use Sofitel hotels around the globe, thanks to a of butter, oil and cream. Found on Sofitel you’re on the training program for the chain’s chefs taught menus from Los Angeles to Bangkok, from by Jarno and dietician Cécile Clavel. After Cartagena to Mumbai, the concept is a huge move? participating in the program, the chefs are success, with some hotels reporting 40% encouraged to go back home and come up of restaurant sales from these dishes alone. with new ‘De-light’dishes that reflect local “At Sofitel, we believe that the role of food in Speakers tastes and customs. They then send their one’s well-being is critical,” explained Aldina Cécile Clavel, Dietician, Sofitel Quiberon recipes back to Jarno and Clavel, who val- Duarte Ramos. “As Hippocrates said, ‘Let Thalassa Sea & Spa idate their dietary, nutritional and aesthetic food be medicine and medicine be food.’ We Xavier Louyot, Senior Vice-President Marketing qualities to ensure that they meet ‘De-light’ want to go back to these roots.” n EMEA, Sofitel Pullman MGallery, Accor standards. Aldina Duarte Ramos, Director, Global Well-being Product, Luxury & Upscale Brands, Accor Patrick Jarno, Chef, Sofitel Quiberon Thalassa Sea & Spa
We believe that the role of« food in one’s well-being is critical. As Hippocrates said, ‘Let food be medicine and medicine be food.’ We want to go back to these roots. » Aldina Duarte Ramos
Xavier Louyot, Aldina Duarte Ramos, Cécile Clavel, Patrick Jarno
28 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks PEOPLE & ATMOSHPERE
The Hogan Lovells delegation
Philippe Augier (Mayor of Deauville), Béatrice Augier, and members Members of the Musée d’Orsay delegation of the Dubai delegation
Jackie Arango, Aurélie Salvaire, Tanya Moss Baran, Diana Zamora, Johana Bahamon Charlotte Ndaw, Oulimata Ndiaye, Bineta Mbacké, Samantha Sangwe, Fatou Bineta Sy
Jean-Yves Naouri Maitha Shuaib, Rohini Nagu Anne Lauvergeon
The Baxter delegation The AIG delegation
2014 - WOMEN’S FORUM n 29 discovery SESSION Yolanda Conyers and Gina Qiao shared their personal experiences of integrating many different cultures and corporate styles into one diverse culture in Lenovo. This is the by Airbus Group and Lenovo basis of their recently published book The Lenovo Way.
Yolanda Conyers et Gina Qiao ont confronté leurs expériences personnelles en matière d’intégration de nombreuses cultures et styles d’entreprise différents au sein de la culture de diversité du groupe Lenovo. C’est autour de ce thème que s’articule leur livre The Lenovo Way, récemment publié.
When it purchased the American company Building trust as a key priority Corporate IBM in 2004, Lenovo moved from being “There is a need to build trust and local to becoming global, and decided “to relationships,” said Gina Qiao. To achieve that culture make diversity a priority and a competitive goal, Lenovo organizes meetings with top advantage,” explained Yolanda Conyers. leaders of the company where they discuss is about While Lenovo had never been confronted innovation and inclusion. “Without inclusion with any diversity tension, IBM had only you can’t build business,” said Gina Qiao, diversity experienced traditional diversity issues of who explained that inclusion encapsulated gender and race. “Diversity is beyond just three key elements: openness (understand the – a key driver race and gender; it’s about skills, experiences, other’s perspective and history), respecting different perspectives, you want to leverage people from different backgrounds, and for growth all that,” said Yolanda Conyers. Making the ability to compromise to find a win-win diversity a priority implied creating a strong solution. The six successful mergers and Moderator culture of communication in order build trust. acquisitions led by Lenovo demonstrate the Catherine Ladousse, Executive Director The strong relationship of trust build between success of this diversity policy. Communications EMEA, Lenovo and President, the two speakers was the key to their Lenovo launched Women in Lenovo Cercle InterElles success in overcoming the challenges in their Leadership (WILL) in 2007 with the aim Speakers professional and personal lives which arose of addressing key priorities that support Yolanda Conyers, Vice-President, Global HR from the globalization of the company, such women’s growth and contribution to the Operations and Chief Diversity Officer, Lenovo as language barriers or misunderstandings company. The initiative insists that leaders Group in working methods. Both speakers insisted have to be role models, and was supported Gina Qiao, SVP Human Resources, Lenovo Group on the importance of women supporting each by Lenovo’s board of directors. n other and finding a mentor who can help them thrive. « I am not confident If you go out of your just about our industry, comfort« zone, you become our business model, about stronger. our strategy; what I am » Gina Qiao the most confident about Diversity was a must is our people, our diversity do,« it was not a afterthought, culture, because our people Catherine Ladousse, Gina Qiao, Yolanda Conyers and so we made a conscious come from different cultural key figures decision to make diversity a n 40% of Lenovo’s workforce are women and backgrounds, but we trust this is one of the highest proportions in high- priority and a competitive tech companies. each other 100%. n 26% of people in management positions in advantage. » Lenovo are women. » Gina Qiao Yolanda Conyers 30 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Cécile André Leruste presented the findings of Capgemini Consulting’s How Do You Get Wired?, a survey that sought to understand how people use their professional networks. Only 40% of the women respondents were actively involved in a women’s network. The main goals of taking part in a network were to share best practices and expertise and to promote one’s career. The survey highlighted that 64% of women who are members Master class of a network consider it has helped them reach their goals, such as ‘capturing ideas and staying informed’ and ‘cultivating professional relationships that can be quickly – tips and tricks activated.’ Nevertheless, 36% of them thought that the impact of their involvement did not always live up to their expectations. The group discussion sought to dig further into to activate this issue in order to better understand what happened and how to reverse this trend. your network Cécile André Leruste a présenté les résultats de l’enquête « How Do You Get Wired? » (Comment rester connecté ?) menée par Capgemini Consulting afin de comprendre comment sont utilisés les réseaux professionnels. Seuls 40 % des femmes interrogées for the best ont affirmé participer activement à un réseau exclusivement féminin. L’enquête montre qu’appartenir à un réseau permet de partager les meilleures pratiques, les expériences et de promouvoir sa carrière. Elle a en outre révélé que 64 % des femmes membres Facilitator d’un réseau estiment que ce dernier les a aidées à atteindre leurs objectifs, par exemple Candice Blois, ASE Paris, Capgemini Consulting en « capturant des idées et en restant informées » et en « entretenant des relations Group discussion moderators professionnelles susceptibles d’être rapidement activées. » Néanmoins, 36 % d’entre elles considèrent que les résultats de leur implication n’étaient pas toujours à la hauteur de leurs Cécile André Leruste, VP Capgemini Consulting attentes. Cette discussion de groupe visait à étudier cette question plus en détail afin de Catherine Ladousse, Executive Director mieux comprendre la situation et de trouver une solution pour inverser la tendance. Communications EMEA, Lenovo and President, Cercle InterElles Leveraging participation in networks • Don’t be exclusive: take part in both Marie Alix Delestrade, Corporate Communication Following on from the presentation of the women’s networks and mixed networks. – Media Relations, Airbus Group survey, attendees divided into three groups • Try to join networks early and contribute to share their insight based on the main regularly to them, not just when an issue objective they pursued through networking: arises. n enhancing their career, sharing best practices They [men] don’t try and learning from others’ experience, and to activate« the network strengthening their potential for influence. The key takeaways were: at the time they have • Identify the networks to join according to your objectives. a need. They start building • Facilitate your entry to the network by it naturally, all the time, developing strong relationships with people already involved. For example, seek to early on; and when they develop a mentor-mentee relationship in an informal way through a common topic of need something back from interest. the network they can • The network should have clear objectives, a Marie Alix Delestrade (left), Candice Blois (center), leadership team and a clear agenda including Cécile André Leruste (right of Candice Blois), activate it fast because meetings and projects. Catherine Ladousse (right) the relationships already key figures n 373 people responded to the survey in 10 days. exist. n 86% of the respondents were women. » n 76% of women respondents were involved in women’s networks. Cécile André Leruste n 64% of the women who were members of a network considered it had helped them reach their goals.
2014 - WOMEN’S FORUM n 31 discovery SESSION Networking is a key tool to develop a successful professional career, particularly in engineering sectors, which are male dominated. The value of taking part in a network by Airbus Group and Lenovo lies not only in the access to information but also in the opportunity to share personal and professional experiences. Many women are still self-censoring in their work environment, said Viviane de Beaufort. “Sharing experience is a way not to feel alone, to see you’re not doing so badly,” said Bernadette Andrietti. “The greatest thing we can do is take role models from each other and be role models for others too,” added Isla Ramos Chaves.
Women’s Le networking est un outil indispensable pour bâtir une carrière professionnelle réussie, notamment dans le secteur de l’ingénierie, largement dominé par la gent masculine. Toute network: la valeur de l’appartenance à un réseau réside d’une part dans l’accès à l’information, et d’autre part dans l’occasion unique qu’il procure de partager des expériences tant A driver personnelles que professionnelles. Nombreuses sont les femmes à pratiquer encore l’autocensure dans leur environnement de travail, selon Viviane de Beaufort. « Le partage d’expériences permet de ne pas se sentir seule, mais également de se rendre compte que of success vous ne vous en sortez pas si mal », a déclaré Bernadette Andrietti. « La meilleure chose Moderator que nous puissions faire est de s’inspirer les unes des autres tout en montrant l’exemple à Catherine Ladousse, Executive Director EMEA d’autres femmes », a ajouté Isla Ramos Chaves. Communication, Lenovo and President, Cercle InterElles Social media enhances professional visibility activities. “Social media is this generation’s Speakers Many women are still not comfortable with way of sharing experiences in business, said Bernadette Andrietti, Vice-President, Marketing social networking because of the time it Bao-Chau Nguyen. Nevertheless, social EMEA, Intel requires, and also because they do not have networking is time-consuming, and that is Aline Aubertin, Senior Marketing, GE Healthcare, a clear vision of the value it brings, explained a need to control the degree of exposure, and Vice President, Cercle InterElles, France Viviane de Beaufort. She made the case for noted Viviane de Beaufort, adding that Viviane de Beaufort, Professor, ESSEC Business School, and Head, Executive Women Program social networking as a useful tool to enhance “social networks are a powerful tool, but Gulfem Cakmakci, General Manager, Lenovo people’s professional visibility, share don’t replace personal ‘real’ face to face Bao-Chau Nguyen, Corporate Communications experiences, make new friends and expand networks.” n and Press Relations, Assystem, and Member of the Board, Cercle Isla Ramos Chaves, Executive Director EMEA Business Transformation, Lenovo Network is an attitude not« a thing – not about belonging to a particular group necessarily. » Viviane de Beaufort (holding the microphone) Isla Ramos Chaves Social media is this The more you do for Women are like « « « generation’s way of sharing others, in the end the more snowflakes, if we stay experiences in business. you do for you. alone we melt and if we » » Bao-Chau Nguyen Aline Aubertin stay together they can stop the traffic. « Dare, be confident. » »Gulfem Cakmakci Viviane de Beaufort 32 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Industrial companies face difficulties as they seek to recruit female talent. To counter this challenge, industrial groups such as Airbus have developed a number of partnerships with schools to change perceptions. Once they join these companies, women are confronted by new challenges as they evolve in a male-dominated Networks and environment. Nevertheless, these obstacles are not insurmountable. Building on her own experience, Marie-Louise Philippe explained that women can lead a successful diversity for career in the industrial sector. “Even if you don’t know how to get there, if you really want to you will make the way there,” she noted. She added that women should find competitiveness mentors to support them throughout their path within the company. Facilitators Les entreprises industrielles sont confrontées à bon nombre de difficultés lorsqu’elles Christine-Anne Chevry, Senior Manager Research cherchent à recruter des talents féminins. Afin de relever ce défi, certains groupes & Development, and Chairman of Women & Men in industriels, à l’instar d’Airbus, ont conclu des partenariats avec des écoles afin de faire Business Network, Airbus Helicopters évoluer les mentalités. Une fois qu’elles ont intégré ces entreprises, les femmes ne sont Marie-Alix Delestrade, Corporate Communication pas au bout de leur peine : elles évoluent en effet désormais au sein d’un environnement Media Relations, Airbus Group dominé par la gent masculine. Ces obstacles ne sont cependant pas insurmontables. En speakers s’appuyant sur sa propre expérience, Marie-Louise Philippe a affirmé que les femmes Marijo Bos, Founder of Bos Advisors, President peuvent mener une brillante carrière dans le secteur industriel. « Même si vous ne savez PWN Global pas comment faire, si vous le voulez vraiment, vous y parviendrez, » a-t-elle expliqué, Anne-Pascale Guedon, Vice-President, Financial avant d’ajouter que les femmes doivent trouver des mentors qui les soutiendront tout au Engineering, Airbus Group long de leur carrière dans l’entreprise. Nicolas Gondouin, Head of Manufacturing Engineering, Airbus Group Keys for success and develop business. “Good governance Marie-Louise Philippe, Area Sales Director, Airbus While the speakers discussed the diversity of (of networks) is about getting a diverse set Singapore the networks that exist in global companies of people involved,” said Marijo Bos. Getting Odile Roujol, Chief Strategy and Data Officer, – divisional, gender, local, etc. – they men – and people with different backgrounds – Orange highlighted the benefits of playing an active involved in women’s networks is crucial. role in some of these networks. The main Sharing their experiences, the speakers made benefit of being part of a network is accessing recommendations for building successful Take on a leadership information at the right time said Anne-Pascale networks: « Guedon. “A network is one of the main drivers • Have men involved from the start to enhance role. Step out of your on how to exchange, how to grow and how to the impact of the network. get the right information,” added Marie-Louise • Engage different people. Diversity is a key comfort zone. Philippe. Networks help women understand driver to bring new dynamics and create » Marijo Bos who the decision-makers are, how the innovative ideas. business works and how they can bring value. • Take a leadership role in the network. Networks are also a key tool to gain visibility • Allow independence in different countries to Women bring a different within the company, reinforce leadership skills account for different cultures and priorities. « • Use external networks to share experiences perspective (…) and I find and learn from other industries. that extremely enriching. • Leverage your budget in order to organize » events and ensure members’ participation. n Nicolas Gondouin key figures n 373 people responded to the survey in 10 days. Think global n 86% of the respondents were women. n 76% of women respondents were involved and act local« in order in women’s networks. n 64% of the women who were members of a to be efficient. network considered it had helped them reach Anne-Pascale Guedon, Marie-Louise Philippe, their goals. » Marijo Bos Anne-Pascale Guedon 2014 - WOMEN’S FORUM n 33 plenary SESSION Women’s empowerment: Bearing witness to the changes Moderator Su-Mei Thompson, CEO, The Women’s Foundation, and Member, The Equal Opportunities Commission Speakers Su-Mei Thompson, Patricia Barbizet, Theo Sowa, Melanne Verveer, Mona Al Marri, Virginie Morgon Patricia Barbizet, CEO, Artemis, and Vice‑Chairman of the Board of Directors, Kering Empowerment comes from society. Mona Al Marri, Director General, Dubai Flash this code Government Media Office, and Chairman of the Social« media is our challenge. for the full video Board of Directors, Dubai Women Establishment Mona» Al Marri of the session Virginie Morgon, Executive Board Member and Deputy CEO, Eurazeo Women have made impressive progress towards equality, but in many parts of the Theo Sowa, CEO, the African Women’s world the record is still uneven. Education is a critical factor in empowering women Development Fund, and Member of the Women’s and lifting them out of poverty, yet attacks by extremists like Boko Haram in northern Forum Program Committee Nigeria show that some groups do not want to see the advancement of women. Melanne Verveer, Executive Director, Institute for Women, Peace and Security, Georgetown Si l’égalité des femmes a considérablement progressé, nombreuses sont les régions du University monde où la situation demeure déséquilibrée. L’éducation est essentielle pour autonomiser les femmes et parvenir à les sortir de la pauvreté ; pourtant, les attaques d’extrémistes tels que Boko Haram dans le nord du Nigéria révèlent que certains groupes luttent encore We have to look at contre cette amélioration de la condition féminine. how« we can get back the traditional frameworks, the positives that actually promoted and protected women. » Theo Sowa Denial of women’s rights goes« hand-in-hand with instability. »Melanne Verveer Theo Sowa Mona Al Marri
34 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Laws change when society is able to accept them,« to nurture them or to push them. Patricia Barbizet»
Patricia Barbizet Su-Mei Thompson, Theo Sowa, Melanne Verveer, Virginie Morgon Virginie Morgon, Patricia Barbizet, Mona Al Marri
Growing equality and independence in a very short time,” Mona Al Marri said. “Our coal mines. They are the first to fall victim to For the most part, however, the record is story is human development.” the violence that eventually affects society impressive. Even in Europe, attitudes have Advances by women are also notable in at large. Theo Sowa pointedly argued that come a long way. Patricia Barbizet recalled Africa. Theo Sowa noted that roughly 60% the international community could have that until 1944 women could not vote in of the candidates elected to Rwanda’s done more to help the 200 Nigerian school France, and until 1965 women there still parliament have been women for the last girls kidnapped by Boko Haram. Instead it needed permission from their husbands three elections. turned its attention to other priorities, and the to apply for a job. But by 1973 France had missing girls were largely forgotten. begun opening the doors of its top business Changing attitudes as well as laws Women play a vital role in any dynamic and engineering schools to women, and More than passing laws mandating equality, society. They are essential in the workplace today France has some of Europe’s most real social change depends on changing for purely economic reasons, yet when the progressive laws on gender equality. social attitudes, noted Theo Sowa. “You financial crisis hit, women were among the Mona Al Marri noted that when the United can have the best legislation in the world,” first to be laid off. Although more women are Arab Emirates was formed in 1971, the she said, “but if you don’t change people’s working in France now than ever before, two- government canvassed Dubai for recent hearts and minds, if people don’t recognize thirds are at the lower end of the pay scale. university graduates. It could only find 25. the values and principles that underlie the “As women, we can change society,” Dubai had only one high school for girls. legislation, then you don’t change anything.” concluded Mona al Marri. Nevertheless, the Today 66% of the government is composed And nothing is guaranteed. “We have to pay consensus was that it will take vigilance to of women, and Dubai has the region’s highest attention on a daily basis to make sure that make that happen. n percentage of women high school graduates the rights we have achieved are not lost,” continuing on to university. “I see achievement said Virginie Morgon.
key figures Contending with extremism If we don’t put women on n 128 countries still have laws that treat men The rights of women are under direct attack in « and women differently. a number of countries. “The most dangerous our priority list nothing will n 700 million women under the age of 15 places in the world are the most dangerous have been forced into marriage. Another places for women,” observed Melanne happen. 14 million women under the age of 15 are Verveer, noting that women often serve the » Virginie Morgon forced into marriage every year. same early warning function as canaries in
2014 - WOMEN’S FORUM n 35 plenary SESSION No job, no future: The great challenge of youth employment
Moderator Linda Douglass, Media professional and communications consultant In most countries of the world, unemployment for young people is two or three times higher than the overall unemployment rate, and three times higher than that of their Speaker parents’ generation. In the OECD countries, the most developed in the world, the Angel Gurría, Secretary General, OECD average unemployment rate is just under 8%, but youth unemployment is more than 16%. In Spain, the respective numbers are 25% and 50%; in Greece, 30% and 60%. The hardest-hit group is young men with low skills, but as the crisis continues, more and more groups are being affected.
Dans la plupart des pays du monde, le chômage des jeunes est deux à trois fois supérieur It’s a tragedy, au taux de chômage global, et trois fois plus élevé que celui observé à l’époque de leurs « parents. Dans les pays de l’OCDE, les plus développés au monde, alors que le taux de a waste, a luxury chômage moyen frôle les 8 %, le chômage des jeunes dépasse les 16 %. En Espagne, les we can’t afford, chiffres respectifs atteignent 25 et 50 % ; en Grèce, ils s’élèvent à 30 et 60 %. Les jeunes hommes peu qualifiés constituent le groupe le plus durement touché, mais à mesure que especially in the OECD la crise se poursuit, de plus en plus de groupes sont aujourd’hui concernés. countries. We need every able hand on deck… » Angel Gurría
Flash this code for the full video of the session Angel Gurría, Linda Douglass
36 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks All men and women are economic assets, but women are the« single most underutilized assets in our societies, untapped potential. » Angel Gurría
Angel Gurría Angel Gurría, Linda Douglass
A legacy of the economic crisis One new phenomenon is long-term a luxury we can’t afford, especially in the The EU is experiencing continuing slow unemployment of more than six months, with OECD countries. We need every able hand growth, but even in the United States, which many young people never really entering the on deck, every woman, every young person, has created 10 million jobs in the past four job market at all or, if they do, finding only the elderly, those frustrated young men and or five years, the youth unemployment rate is low-paid, precarious positions that do not women who are not in the job market. It’s an still two or three times higher than the overall offer security or training. These factors affect enormous loss of opportunity, first for them rate. These astronomical rates are partly a a country’s whole economy, since growth and their families, but also for the economy legacy of the six-year economic crisis and depends on increased purchasing power. “It’s and society, a loss of talent and potential.” n partly a result of traditional problems that a socially and politically dangerous situation, have been exacerbated by the crisis. an explosive situation,” said Angel Gurría.
Mismatched skills Other contributing factors are mismatches Some problems can between the skills young people are being « taught and those needed by employers, with only be addressed by looking schools producing graduates who are not absorbed by the job market. The question at solutions that include in the United States and Europe is whether, when their economies do recover, job women. seekers will have the skills they need. Closer » Angel Gurría cooperation is needed to bridge the gaps between education, the labor market and on- the-job training programs. key figures “This is the biggest, deepest, toughest n Young people aged 15-24 represent 17% economic recession in our lifetimes,” said of the world’s population but 40% of the Angel Gurría, “and we are still looking at world’s unemployed. the wounds. It has a scarring effect on n In Greece, youth unemployment is close to 60%. Linda Douglass unemployed youth. It’s a tragedy, a waste,
2014 - WOMEN’S FORUM n 37 Women for Change opening dinner hosted by Orange and the Women’s Forum
Adamou Hawaou, Noushka Teixeira, Mariam Sidibé, Mariama Moussa, Masego Mmpi Featuring Christine Albanel, Executive Director in charge of CSR, Diversity, Partnerships and Philanthropy, Orange Patricia Loison, Journalist, France 3, France Télévisions Marianne Mairesse, Editor-in-Chief, Marie Claire France Véronique Morali, CEO, Webedia, and President, Women’s Forum for the Economy & Society Rokia Traoré, Singer and Director, Passerelle Patricia Loison, Christine Albanel, Marianne Mairesse Patricia Loison, Mariama Moussa Foundation Véronique Morali welcomed the participants and introduced both the Women for Change Awards created by the Orange Foundation, and the Women’s Forum itself. She then handed over to Patricia Loison, the Master of Ceremonies, who announced the purpose As the daughter of of the two €30,000 awards, and the five African candidates short-listed from among the « 25 initially selected. Christine Albanel said that the awards provided an opportunity to a woman who had to fight focus on the issues that are important. “Things are changing for the better, but not eve- her way forward, I would like rywhere,” she said. “With these awards we wish to highlight women for change in Africa.” Après avoir accueilli les participants, Véronique Morali a présenté les Women for Change to say ‘courage’ to all those Awards, créés par la Fondation Orange, et expliqué la vocation du Women’s Forum. Elle a ensuite donné la parole à Patricia Loison, Maîtresse de cérémonie, qui a exposé l’objectif women who are doing the des deux récompenses d’une valeur de 30 000 €, avant de présenter les cinq candidates same here tonight. africaines sélectionnées parmi les 25 initialement en lice. Christine Albanel a déclaré que ces prix offraient une occasion unique d’aborder des thèmes majeurs. Elle a affirmé : « La » situation tend à s’améliorer, mais pas dans toutes les régions du monde. Grâce à ces prix, Rokia Traoré nous tenons à mettre en lumière les femmes luttant en faveur du changement en Afrique. »
Members of the Orange delegation Members of the Renault-Nissan Alliance delegation
38 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Members of the Mexican Delegation The Dubai delegation
Marianne Mairesse said that this was a special sexual violence. Deeply moved, she thanked year for Marie Claire as it embraced its 60th participants for the recognition received for anniversary. From the very beginning, she her work with girls. noted, the leading French women’s magazine has championed the role of women, and All exceptional projects for promoting she stressed that emancipation starts with change education. “Only this way can women and The three remaining initiatives included: girls escape forced marriage and violence,” • The Jigiya Bon Center of the Association she said. d’Appui à la Scolarisation des Filles founded by Togo Mariam Sidibé of Mali. For the past The Women for Change Awards 10 years, the center has helped orphans Véronique Morali, Noushka Teixeira, Christine Albanel Patricia Loison announced the first winner, and disadvantaged women escape poverty Mariama Moussa of Niger, chosen via 35,000 by providing them with the necessary tools, previously canvassed online votes. Mariama such as education or vocational training, to Moussa’s organization, SOS Femmes et become independent. Enfants Victimes de Violences Famililales • The Association des Femmes Haoussa (SOS FEVVF), concentrates on creating pour le Développement (AFHADEV) estab- awareness of violence against women and lished by Adamou Hawaou of Cameroon, children. “When a woman faces domestic which helps provide education for girls who violence, she needs to talk about it,” have no choice but to work and have chil- explained Mariama Moussa, who fought as if dren. Rokia Traoré in a presidential campaign to alert her country • The Kgetsi Ya Tsie Women’s Trust run by to the problems. She thanked the Women’s Masego Mmipi of Botswana, which helps key figures Forum for helping her meet the “enormous disadvantaged rural girls and women through n The Mali project: In three years, 50 women challenge” of making people in the outside microloans and training so that they can will be trained to gain their independence world more aware. learn to produce and market local agricultural through income-generating activities. Videos illustrating each candidate’s work resources. n The Niger project: One-third of girls are were shown, and Patricia Loison then asked married off before the age of 15. Three-quarters Another highlight was a performance by of deaths among teenage girls are linked to participants to select the second winner by Malian Rokia Traoré, who sang two songs, pregnancy. the end of the dinner. For many, this proved but also explained how she succeeded as n The Cameroon project: 6,400 young girls from an emotionally difficult decision given the high a performer because of the sacrifices made the Yaoundé II area will receive an education. quality of the projects, all of which grapple by her mother to ensure that her children n The Bostwana project: Women in 7 villages with the problems of violence and women’s would be educated. Her own Passerelle will have access to training, equipment and education. The final choice was Noushka Foundation, she said, helps young girls learn structures to produce and sell Morula oil. Teixeira from the Democratic Republic of the an instrument and make music. Through her n The Congo project: The new center will Congo, whose Matumaini Center supports work as a performer, she added, “I can also provide a safe environment for 50 girls currently living in danger. 50 young girls, all orphans and victims of talk about rape and forced marriage.” n
2014 - WOMEN’S FORUM n 39 discovery SESSION During an informal discussion with women from the hospitality industry, Brigitta Witt discussed the three goals of Hyatt’s new 2020 Vision sustainability platform: using by Hyatt, JCDecaux and Musée d’Orsay resources wisely, building smart and innovating and inspiring.
Lors d’une discussion informelle avec des professionnelles du secteur de l’hôtellerie, Brigitta Witt a évoqué les trois objectifs de Vision 2020, la nouvelle plateforme dédiée au développement durable lancée par le groupe Hyatt : exploiter les ressources de façon responsable, construire intelligemment et innover pour devenir une source d’inspiration.
educate our colleagues. We Tomorrow’s encourage them to improve their communities, we hospitality – empower them to choose the activity, and we match developing facilities them with charities.” Last year, Hyatt clocked over that respect their 100,000 volunteer hours environment from employees worldwide. Recycling is Hyatt’s great- est sustainability challenge, Speaker and the company also aims Brigitta Witt, Global Head of Corporate Brigitta Witt to reduce food waste by Responsibility, Hyatt • Using resources wisely: Hyatt aims to 20%. However, Brigitta Witt’s greatest pride increase the sustainability certification of is Hyatt’s commitment to human rights and their seafood sourcing to at least 50%. “It is human trafficking. “Once we dug into human With 95,000 employees not always easy because we must balance trafficking, we realized how much it could im- « cultural and environmental issues,” said pact our organization,” said Brigitta Witt. With in 45 countries, we are in a Brigitta Witt. “For example, we will not an NGO, Hyatt developed a training program position to think innovatively serve shark fin soup in our Chinese hotels.” to help employees recognize and report traf- • Building smart: Priority is placed on fostering ficking. This issue is challenging to address. and to engage. strong relationships with contractors “What do you do when you see a 60-year-old » and suppliers, who are required to sign a white man walking down the hallway with a We cannot operate a Supplier Code of Conduct. “We want them ten-year-old Vietnamese child?” she asked. « to question where things are made, and “Is it trafficking? Or is it a grandfather with his hotel unless we have access how,” Brigitta Witt explained. adopted child?” • Innovating and inspiring: With 95,000 Audience members from India, Mexico and to plentiful natural resources. employees in 45 countries, Hyatt is in a France concluded that the Corporate and Our communities are vital to position to think innovatively and to engage Social Responsibility conversation has be- its colleagues. However, this can be a come similar across organizations and coun- our success. huge challenge. For example, China has tries. One attendee noted the importance » no culture of volunteerism, noted Brigitta of coming together and collaborating to set « Sustainability is a good Witt. “We have had to work very hard to standards together. n business decision. It lowers key figures n Hyatt has 95,000 employees in 45 countries. costs and it is very important n In 2013, Hyatt clocked over 100,000 (paid) volunteer hours from its employees. n Hyatt has made a commitment to reduce food waste by 20%. for our guests. n Hyatt just launched a partnership with the WWF to ensure that at least 50% of their seafood is » sustainable. Brigitta Witt 40 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION The world of French museums is changing rapidly. National museums like the Musée d’Orsay and the Musée de l’Orangerie, accustomed to relying on state subsidies, are increasingly required to fend for themselves. How are they coping with the challenge of raising funds when they have “nothing to sell but everything to value,” as Anne Mény- Museums Horn put it? moving Les musées français évoluent très rapidement. Des musées nationaux tels que le Musée d’Orsay et le Musée de l’Orangerie, habitués à fonctionner grâce aux subventions towards publiques, se retrouvent de plus en plus seuls. Comment parvenir à collecter des fonds lorsque l’on n’a « rien à vendre, mais tout à mettre en valeur », se demande Anne Mény- modernity Horn ?
Admission fees are only one way of bringing in terms of employment, with 300,000 people Speakers in funds, however. The museum, whose dual working in the art industry. Anne Mény-Horn, General Manager, missions of preserving its collection while Orsay has shrugged off the dusty image of old- Musée d’Orsay and Musée de l’Orangerie making it available to the public sometimes fashioned museums by completely changing Guillaume Maréchal, Head of Fundraising collide, now actively seeks funds by cultivat- the presentation of the collections, updating Musée d’Orsay and Musée de l’Orangerie ing private sponsors and partners, renting its decor and modernizing technical aspects out space for events and leasing traveling like lighting. “The curators wanted the public exhibitions. It is also trying its hand at crowd- to know that the Impressionists are not just funding: in only 10 days it raised the first for stuck-up old people,” said Anne Mény- EUR 30,000 of the estimated EUR 600,000 Horn. The museum is also embracing the needed to restore “L’Atelier du Peintre,” a digital revolution, not only with its website, monumental painting by Gustave Courbet. audio tours and informational screens, but also with new augmented-reality tools that Since 16% of the High-value culture will help educate and inform the public, Since it was founded in 1956, the Musée « another of its important missions. n museum’s resources are d’Orsay has attracted 75 million visitors, dedicated to the acquisition 65% of them foreigners. It now welcomes 3.5 million visitors per year. Anne Mény-Horn key figures of works of art, whenever you points out that in France, culture is a high- n 300,000 people work in the art industry in value industry, with an economic impact far France. buy a ticket you contribute to ahead of automobiles, luxury products and n The Musée d’Orsay has 3.5 million visitors per year. enriching the collection. » even the defense industry. It is also a leader The museum is a laboratory« of ideas and innovation. » Anne Mény-Horn
Anne Mény-Horn, Guillaume Maréchal
2014 - WOMEN’S FORUM n 41 discovery SESSION Brands are becoming more integrated with the urban environment in order to appeal to and meet the needs of the youngest generation of consumers, Generation Z, evidence by Hyatt, JCDecaux and Musée d’Orsay from Ipsos has suggested. Members of Generation Z, aged 12-20, are digital natives, Dominique Levy said. For them the digital world is just the world; they are hyper-connected and have a fluid identity, refusing to be identified as part of a single group. This makes them game changers as far as branding is concerned.
L’institut Ipsos révèle que les marques s’intègrent de plus en plus dans l’environnement urbain afin d’attirer la plus jeune génération de consommateurs, baptisée génération Z, et When brands de satisfaire à ses besoins. Âgés de 12 à 20 ans, les membres de la génération Z sont nés pendant l’ère du meet the Z numérique, explique Dominique Levy. Selon eux, le monde digital désigne le monde dans son ensemble ; ils sont ultra connectés et sont capables de moduler leur identité, car ils generation’s urban refusent d’être associés à un groupe unique. Ils sont ainsi à même de changer la donne en needs matière de stratégie de marque. Speakers Françoise Hernaez-Fourrier, Head of Strategic Planning, Ipsos ASI Dominique Levy, General Manager, Ipsos France The brand must learn what« is possible and what is not in these new cities.” Dominique Levy, Françoise Hernaez-Fourrier » Brands that must earn their place drinks at the end of the day is a good exam- Françoise Hernaez-Fourrier Cities for Generation Z are no longer places ple of the kind of surprise that works, but of of rules, Dominique Levy explained. The course it cannot be reused too often or risk Z Generations know urban environment in some ways belongs becoming stale. « to them. Today, advertisements can appear Dominique Levy explained that brands must more than ever the kind anywhere in the city, but Generation Z will ask themselves with regard to their products: only permit the kind of branding that appeals Is it relevant? Is it normal? Is it special? Being of power that it has. to them. “The brand must learn what is at once relevant and special is the challenge » possible and what is not in these new cities,” brands face when trying to appeal to this Being a citizen will said Françoise Hernaez-Fourrier. generation. not« mean obeying the laws. Surprise is the key for brands wishing to ap- More than ever, there is also reverse trans- peal to Generation Z, said Dominique Levy. mission going on from the digital natives to (Generation Z) will want Members of this cohort know the value of older generations. Brands must keep in mind their own attention, and brands must prove how Generation Z influences those around to make their own laws. themselves worthy of it. Yet “they are diffi- them, Dominique Levy said. Their values are » cult to surprise because they are overfed,” spreading across all ages, and the branding People are learning more she continued. A Coca-Cola truck appearing industry must be prepared. n « unannounced on a street and offering cold than ever from their peers key figures and from their kids. n The average member of Generation Z spends more than 3 hours a day on social media. n An Ipsos study revealed that on an average day in Paris people encounter 3 instances of » “smartphone stimuli.” Dominique Levy 42 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Care is fundamental to the way that the Hyatt Corporation does business, said Karen Dawson. This ranges from the basic message Hyatt sends to its employees –“bring your whole person to work” – to its attempts to show care and concern for its guests, Corporate to learn their needs and desires and, if possible, to meet them « Le groupe doit porter une attention toute particulière à ses activités », explique Karen culture – Dawson. Et cette attention se ressent depuis le message clair transmis par Hyatt à ses employés – « bring your whole person to work » (c’est-à-dire mettez tout votre cœur à boosting the care l’ouvrage) – jusqu’aux efforts déployés par le groupe pour faire preuve d’attention et de bienveillance à l’égard de ses clients, découvrir leurs besoins et leurs désirs, et dans la approach mesure du possible, les satisfaire. Speaker Karen Dawson, VP, Digital Strategies, Hyatt
Our brand is not in our hands.« It is in the hands of our guests, of journalists, of everyone who comes into contact with Hyatt, and so we try to make sure Put in charge of digital strategies for Hyatt, A social media strategy has also helped in every contact there is Karen Dawson began looking for strategies Hyatt spread the message about what makes to support this core message. Through it different in the face of the competition. kindness and honesty. experiments and trials, she has developed In an experiment, hotel employees were Karen Dawson» uses of social media which extend and encouraged to reach out to guests informally deepen the practice of care both toward when they noticed them on social media, guests and among employees. Working at tweeting from poolside, for example. Half- first with individual hotels, she found that expecting a negative reaction, Karen Dawson social media solutions to achieve specific and her staff were pleasantly surprised to sales goals, even when successful, left find that guests loved it. employees without any sense of an overall “We don’t do social media to sell more nights strategy for social media use. in our hotels. Social is a great tool for caring Going back to the drawing board, Karen for people and that is what Hyatt does,” Dawson brought representatives from all de- explained Karen Dawson. Hyatt has found partments together to form a digital strategy that a social media strategy has helped it task force. Results were assembled on a re- care for guests while also building empathy, sponsive platform, ensuring that the strategy trust, teamwork and effectiveness among would be a living, interactive phenomenon. employees. Social media has helped bring An inclusive social media policy among em- global strategies down to the local hotel ployees, all of whom are actively encouraged level through empowering individuals, not by to use social media, has helped further Hyatt imposition. n Karen Dawson goals such as cultivating empathy.
2014 - WOMEN’S FORUM n 43 plenary SESSION Learning from new tech pioneers from emerging markets Anil Raj, Maria Teresa Arnal, Dorcas Muthoni, Neesha Bapat, Hans-Paul Bürkner Moderator In Kenya mobile technology is being used to create solutions at a local level. Mobile Hans-Paul Bürkner, Chairman, The Boston phone services, such as the money transfer and microfinancing offer of M-Pesa, now Consulting Group account for 20% of the revenues of the country’s largest telecom operator, said Dorcas Speakers Muthoni. New supply chains then build up around these successful businesses. As a Maria Teresa Arnal, Founder and CEO, Clarus result, graduates are encouraged to become technology entrepreneurs and innovators, Digital rather than join established corporations. In turn this has led to investment in technology Neesha Bapat, Project Manager, Humin, and hubs by companies such as IBM and Cisco. former Project Director, Innovating Women: Past, Present & Future Au Kenya, la technologie mobile permet de créer des solutions au niveau local. Selon Dorcas Dorcas Muthoni, CEO and Founder, Openworld Muthoni, les services de téléphonie mobile, à l’image de l’offre de transfert de fonds et de Ltd, and Women’s Forum Rising Talent alumnus micro-financement de M-Pesa, représentent aujourd’hui 20 % du chiffre d’affaires du plus Anil Raj, Co-Founder and CEO, OMC Power grand opérateur télécom du pays. De nouvelles chaînes d’approvisionnement voient ainsi le jour autour de ces entreprises florissantes. Les jeunes diplômés sont par conséquent vivement encouragés à créer leur propre entreprise et à innover dans le domaine de la technologie plutôt que d’intégrer des entreprises existantes. Ceci a d’ailleurs incité des Success is keeping sociétés telles que IBM et Cisco à investir dans des hubs technologiques. on« pushing until we have transformed our society using « Mobile technology creates new jobs and increases technology. efficiency in every sector it touches. »Dorcas Muthoni » Anil Raj
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key figures n 14% of engineers in the US are women – in the 1980s it was 30%. Anil Raj, Maria Teresa Arnal Hans-Paul Bürkner
44 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks It takes time for people to understand how technology can change« their business. You need to give them that time. Maria Teresa Arnal»
It is hard for women entrepreneurs« to get access Dorcas Muthoni to capital. Being young is one of » the« biggest challenges if you We need to expose are trying to introduce new women« to technology at technology to enterprises. a very early age. Anil Raj Dorcas Muthoni» »Neesha Bapat India’s size and population make it a daunting Young people – men and women – have place in which to introduce new technology, trouble introducing new technology but the scale of the problem is matched by the ideas to established companies, noted scale of the opportunity, said Anil Raj. “Mobile Dorcas Muthoni, but women in particular technology creates new jobs and increases face difficulties raising capital. It requires efficiency in every sector it touches,” he said. determination to convince reluctant financiers. This has made a big difference to people who People think you cannot deploy new live on USD 2 a day. technologies in developing markets, While the open culture of California’s Silicon observed Anil Raj, but really these markets Neesha Bapat Valley, and its acceptance of risk and failure, are ready for the very latest innovations. Ingredients for success has helped foster technological innovation, Developing markets have been able to The panel were unanimous in their view that women still face additional hurdles. Obtaining leapfrog technology. Out-dated regulatory building the right team is the key to driving the finance is more difficult for women, as is structures are the real barriers to progress. business forward – and relieving some of the breaking into technology networking groups, “Policy-makers are stuck 50 years in the pressure on the leading entrepreneur. “Being observed Neesha Bapat. As a consequence, past,” he said. an entrepreneur is a rollercoaster ride,” said in Silicon Valley women are creating their own Early education important Maria Teresa Arnal: be prepared for the networks, women “angel investors” are on the Lack of technology infrastructure is an down days as well as the triumphs. Don’t let increase, and crowdsourcing is growing as a obstacle to progress in developing markets, emotion get the better of you, warned Dorcas way to generate funds. but lack of education is more serious. There Muthoni, and take your time before deciding Challenges and opportunities is a shortage of women in engineering and when to act. Anil Raj noted the tendency of The digital space offers possibilities for technology globally, pointed out Maria entrepreneurs to want everything their own women faced with unequal opportunities. Teresa Arnal. Education is a major factor in way, but the ability to compromise is an Setting up digital companies does not require redressing the imbalance, said Neesha Bapat. invaluable skill. the access to capital resources demanded by Girls should be put in front of computers at The business is successful when it no longer other start-ups. Women are starting their own an early age, and encouraged to play with needs you, and can flourish on its own, media and service companies, writing blogs toys that build an interest in mathematics and agreed Maria Teresa Arnal and Anil Raj. and offering applications that add value to science. Stereotypes about what technology “Success is keeping on pushing until we have the environment. “It is easy to start, but not to people do need to be broken: technology can transformed our society using technology,” scale,” said Maria Teresa Arnal. improve people’s lives, she added. concluded Dorcas Muthoni. n
2014 - WOMEN’S FORUM n 45 breakout SESSION Social welfare or liberal capitalism – what to do about income inequality?
Moderator Andrew Hill, Markus Jäntti, Heather McGhee Andrew Hill, Associate Editor and Management Income inequality needs to be analyzed over time and not just in terms of how the cake Editor, FT is divided at the present moment, said Markus Jäntti. Constant inequality would mean Speakers that everyone was moving forward at the same rate. Even where people at the bottom Markus Jäntti, Professor of Economics, Swedish are adding wealth, they are doing so at a slower rate than are those at the top. Institute for Social Research Heather C. McGhee, President, Demos Les inégalités salariales doivent faire l’objet d’une analyse sur le long terme, et pas simplement au moment présent, a expliqué Markus Jäntti. Une inégalité constante signifierait en effet que chacun avance au même rythme. Si les individus situés au bas de l’échelle ajoutent de la richesse, ils le font plus lentement que les personnes situées en haut de l’échelle.
There is nothing new« about who is at risk. » Markus Jäntti
Andrew Hill Heather McGhee
46 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Markus Jäntti, Heather McGhee Andrew Hill, Markus Jäntti Why can’t [working people] make their needs known? It« all has to do with inequality of voice. If she only earns US$11.25 an hour, she only has US$11.25 an hour worth of a voice in the democracy. » Heather C. McGhee There is nothing new about which groups inequality. She said employees earn low are hardest hit by inequality: children, single- wages, get no sick leave, and work on a just- parent families (which are primarily headed in-time schedule under which working times by women), the marginally employed, the are determined day-by-day. Meanwhile, long-term unemployed, and the elderly – the six family heirs who own the company especially older women without partners. own more wealth than 42% of American Markus Jäntti Following the tenets of Milton Friedman, households combined, she claimed. She also some economists believe that greater claimed that the amount that Walmart spends What are you going to inequality engenders more dynamism, on stock buybacks would be enough to give « more social mobility and greater progress. all Walmart workers who earn less than USD do if you want to increase the Alan Krueger, chairman of the US Council 25,000 a year a five-dollar-per-hour raise. of Economic Advisers, refuted that with Among the reasons for the rise in inequality wealth of the people at the his ‘Great Gatsby Curve,’ said Heather C. in the United States since 1979 are weaker McGhee. This showed that greater inequality trade unions and campaign financing bottom? You have to weigh actually leads to less social mobility for the regulations that allow hugely disproportionate the benefits and their costs. next generation. contributions from the wealthy, Heather C. Heather C. McGhee discussed the retailer McGhee continued. Some in the US argue We tend to talk more about Walmart, the largest employer in the United that the minimum wage needs to be increased States, as an example of modern business to fuel consumer spending to bolster the the benefits. There are no free practices that she said contribute to income economy. n lunches. You have to decide key figures n In the 2012 US elections, 32 billionaires contributed more money than all of the small which trade-offs you want to contributors combined. make. n The federal minimum wage in the United States is US$7.25 an hour. » Markus Jäntti 2014 - WOMEN’S FORUM n 47 breakout SESSION Diplomat and woman – rising past the bias
Moderator Virginie Robert, Foreign Desk Editor, Les Echos Speakers Nathalie Loiseau, Director, Ecole Nationale d’Administration
Virginie Robert, Nathalie Loiseau
After a long career in diplomacy, Nathalie Loiseau has seen it all – a reality captured in her recent book, Choisissez Tout, which translates roughly as ‘Choose It All.’ Today, she heads one of France’s most prestigious Grandes Ecoles, better known by its acronym ENA. As a young woman, just out of school, Nathalie Loiseau said she assumed that her own country, France, must naturally be more advanced than others in considering the rights of women. Years of diplomatic travel proved otherwise. She said that some of the most enlightening moments happened in Muslim countries where she discovered the joys of sisterhood. France, she found, was more fixated on nostalgia than progress. It was that realization that led her to write her book.
Au cours de sa longue carrière de diplomate, Nathalie Loiseau a tout vu, ou presque. Une réalité qu’elle décrit dans son récent ouvrage, Choisissez Tout. Aujourd’hui, elle dirige l’une des plus prestigieuses grandes écoles françaises, l’ENA. Il y a quelques années, toute jeune diplômée, Nathalie Loiseau a expliqué être convaincue que son propre pays, la France, devait naturellement être plus avancé que d’autres en matière de droits des femmes. Ses innombrables voyages diplomatiques lui ont finalement prouvé le contraire. Elle a affirmé avoir vécu certains des moments les plus mémorables de sa carrière dans des pays musulmans, où elle a découvert les joies de la solidarité féminine. Elle a par ailleurs réalisé que la France était en réalité plus attachée à la nostalgie qu’au progrès. C’est cette prise de conscience qui l’a incitée à écrire son livre.
Men want to have it all, and they do have it all. Should« we be any different? » Nathalie Loiseau Nathalie Loiseau
48 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Nathalie Loiseau
Accept imperfection. Learn to be the way men are. « Nathalie» Loiseau
A new approach to training an elite to admissions testing, women now make up Nathalie Loiseau has introduced a new 45% of ENA’s incoming students. approach at ENA designed to better equip Nathalie Loiseau, who did not attend ENA France’s best and brightest in an increasingly herself, says that although ENA’s students globalized world. Although ENA was France’s should reflect France’s population, she first Grande Ecole to admit women, they has nothing against elites. Every country regularly accounted for less than one-third of needs leaders, and it makes sense to the students, and often fared less well than train them well. Nevertheless, she thinks men on the mandatory oral presentation to care is needed in how the elite is chosen. a jury of admissions officers. The reason, Meritocracy can often serve as a cover for Nathalie Loiseau maintains, is that women reinforcing stereotypes and prejudices. A have had less experience at public speaking, better approach is to create objective criteria a weakness that she is now trying to and to be transparent about exactly what is eliminate. Another reason is that women have expected. In doing that, she said, you invite a greater tendency than men to question diversity to the table. n themselves. In a world in which disruption is increasingly commonplace that can be a key figures valuable trait, and it is a quality that Nathalie n Since Nathalie Loiseau became the school’s Loiseau is now trying to introduce into ENA’s director, women account for 45% of Ecole curriculum. Noting that it is impossible in the Nationale d’Administration’s student body. present moment to have all the answers to n Previously only 28% of students at France’s the future, she said that the trick is to know prestigious Ecole Nationale d’Administration were women. which questions to ask. With a new approach Virginie Robert
2014 - WOMEN’S FORUM n 49 initiative
CEO Champions
From left to right, 1st row: Philippe Castagnac, Muriel de Saint Sauveur, Pascale Witz, Nang Lang Kham, Nang Kham Noung, Pat Milligan, Maria Livanos Cattaui, Rannveig Rist, Anne-Gabrielle Heilbronner, Corinne Le Goff, Olivier Fleurot. 2nd row: Rohini Anand, Catherine Ladousse, Laurent Depond, Mari‑Noëlle Jego-Laveissiere, Ingrid Nuelant, Rosario Pérez, Mary Goudie, Hans-Paul Bürkner, Michel Landel, Fabrice Domange, Jo Benoit, David Hudd, Alan McIntyre. 3rd row: Carole Saglio, Chloé Aymar de Lencquesaing, Jo Benoit, Ingrid Nuelant Jay, Aymar de Lencquesaing, Carey O’Connor Kolaja, Ann Walker Marchant On 16 October 2014, 24 CEOs and corporate leaders selected a series of best practices to be presented in 2015 to the European Commission. The CEOs met during the CEO Champions Side Meeting at the 10th Edition of the Women’s Forum Global Meeting in Deauville, France.
Le 16 Octobre 2014, 24 dirigeants et chefs d’entreprise ont sélectionné une liste de bonnes pratiques qui sera présentée en 2015 à la Commission Européenne. Les dirigeants se sont réunis lors d’une session privée durant la 10e édition du Women’s Forum Global Meeting à Deauville en France.
The best practices they elected to promote d. To define the four or five career stages Fabrice Domange, Maria Livanos Cattaui can be classified in three categories: that lead to leadership positions e. To develop cross-country, cross- 1 - Boardroom: company mentoring a. To set term limits for board members to f. To create visibility for programs and increase turnover. talent 2 - Corporate programs to promote women’s 3 - Accountability for CEOs and corporations: leadership: a. Programs need to be embedded in a. To create a structured network strategy. b. To foster cultural change – permeating b. To set goals: Measure / Incentives, c. To build self-confidence, assertiveness, over a timeframe of several years through sponsor training c. Leading by example. Corinne Le Goff
50 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks The CEOs and Corporate leaders in • Ingrid Nuelant, Deputy Ceo and Cfo, attendance at the 2014 CEO Champions Thalys Global Meeting included (alphabetical • Carey O’Connor Kolaja, Vice-President, order): Global Product Solutions, Paypal • Jo Benoit, Cluster Head, France and • Rosario Pérez, Ceo, Promujer Benelux, Baxter Healthcare • Rannveig Rist, General Manager, Rio • Hans-Paul Bürkner, Chairman, The Tinto Alcan Iceland Boston Consulting Group • Ann Walker Marchant, Ceo, The Walker • Susan J. Carter, Chief Executive Officer Marchant Group, and Member of the of Commonfund Capital, Inc. Women’s Forum Program Committee • Philippe Castagnac, Ceo, Mazars Group Anne-Gabrielle Heilbronner, Michel Landel, Pat Milligan • Fabrice Domange, Managing Director • Pascale Witz, Executive Vice-President, West Europe, Aig Property & Casualty Global Divisions & Strategic Development, Sanofi • Olivier Fleurot, Ceo, Mslgroup • Mary Goudie, Member, Uk House of CEO Champions Brazil met in May 2014 Lords, and Founding Member, The 30 at the 3rd Women’s Forum Brazil and Percent Club committed to implement a series of • Anne-Gabrielle Heilbronner, General 10 actions. In December the first CEO Secretary, Member of the Directoire, Champions Myanmar took place in Yangon Publicis Groupe during Women’s Forum Myanmar-ASEAN • David Hudd, Deputy Ceo Worldwide, 2014. The 20 CEOs and corporate leaders Hogan Lovells in attendance agreed upon a series of nine commitments. • Chloé Jay, Managing Director, Van Cleef Olivier Fleurot, Alan McIntyre, Philippe Castagnac & Arpels France • Mari-Noëlle Jego-Laveissiere, The CEO representatives: Innovation, Marketing & Technologies • Rohini Anand, Vp, Senior Vice-President Executive Vp Orange Groupe and Chief Diversity Officer at Sodexo • Nang Lang Kham, Executive Director at • Laurent Depond, President, Diversity, Kbz Group Orange • Nang Kham Noung, Executive Director at • Brigitte Dumont, Director of Corporate Kbz Group Social Responsibility at France Telecom- • Michel Landel, Group Chief Executive Orange Officer, Sodexo • Anthony Gooch, Director of Public Affairs • Corinne Le Goff, President, Roche and Communications, Oecd France Rosario Pérez, Carey O’Connor Kolaja, David Hudd • Catherine Ladousse, Executive Director • Aymar De Lencquesaing, President Communications Emea, Lenovo, and Emea & Senior Vice-President, Lenovo President, Cercles Interelles Group • Maria Livanos Cattaui, Former Secretary • Gina Qiao, Svp Human Resources, General, International Chamber of Lenovo Group Member of The Lenovo Commerce, and Member of The Women’s Executive Committee Forum Program Committee • Carole Saglio, Vp, Rh Global Divisions • Alan Mcintyre, Ceo North America, and Strategic Development, Sanofi Oliver Wyman • Muriel de Saint Sauveur, International • Pat Milligan, Ceo, Regional President Marketing and Communication Agency North America, Mercer Director, Mazars Group n Maria Livanos Cattaui, Mary Goudie
2014 - WOMEN’S FORUM n 51 plenary SESSION CEO Champions: Promoting best practice from Deauville to the European Commission Mary Goudie, Philippe Castagnac, Anne-Gabrielle Heilbronner, Michel Landel The CEO Champions group struck a positive note on the progress being made to topple Moderator gender barriers within corporations and bring about equality of opportunity between Mary Goudie, Member, UK House of Lords, men and women, although there is much left to do. “What we had at the CEO Committee and founding member, the 30 Percent Club this morning was extremely positive in terms of mood, so we should be optimistic,” said Philippe Castagnac Speaker Philippe Castagnac, CEO, Mazars Group Même s’il reste encore beaucoup de chemin à parcourir, le groupe des CEO Champions Anne-Gabrielle Heilbronner, General Secretary, a fait part de son optimisme quant aux progrès réalisés en faveur de l’éradication des Member of the Directoire, Publicis Groupe barrières de genre en entreprise et de l’instauration de l’égalité des chances entre hommes Michel Landel, Group Chief Executive Officer, et femmes. « L’atmosphère qui régnait ce matin lors du Comité des CEO était extrêmement Sodexo positive, nous devons donc rester optimistes », a déclaré Philippe Castagnac « It is a man’s world « We need to be consistent. The process is slow. » but we are transforming Philippe Castagnac it to become more balanced. » You have to hold «people accountable and measure. What gets measured gets done. » Michel Landel
Flash this code for the full video of the session Philippe Castagnac, Anne-Gabrielle Heilbronner, Michel Landel
52 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks I think we have made enormous progress. Sophie Germain was« a mathematician in France at the beginning of the 19th century. She had to pretend that she was a man to be able to follow courses in mathematics, so look at us today, this is the progress we have all made. » Anne-Gabrielle Heilbronner Mary Goudie
Philippe Castagnac Rosario Pérez, Maurice Lévy, Christine Lagarde, Olivier Fleurot
“The most important thing is that we agreed respect. We already feel a women-friendly long. “We need to be consistent,” he said. to keep working between now and Deauville organization,” she said. “The process is slow.” next year,” said Mary Goudie, referring Passion and commitment No consensus to the meeting of CEOs held in private at Change requires passion and commitment, Mary Goudie drew attention to a recent Credit the Women’s Forum. A number of issues Michel Landel said. For Philippe Castagnac Suisse report suggesting that corporate were agreed, including a call to encourage it was crucial to have wide support within profits rise when women are in executive mentoring of young people, both men and management. “It is vital to have the support positions. FTSE top 100 companies have women, across companies and across of the CEO, but if you do not have the same to report annually on the number of women borders. Companies were also encouraged commitment from the CFO and the top and sitting on boards and on the pay gap between to offer more flexible working conditions, intermediate management, it will not work,” men and women. “I’m hoping other countries including part-time working and the ability to he said. His group now has 750 partners, will take this on,” she said. work from home. of whom 14% are women, compared with “The fact that there are women sitting in top For Michel Landel, mentoring is vital. 10% a decade ago. “It is not enough, but it CEO positions is great. It is an opportunity to “Everyone can make it (to the top). It is just is progress,” he said. But it would probably show that women can deliver as well as men,” a matter of confidence,” he said. He noted take another decade to get to 20%, he said. said Anne-Gabrielle Heilbronner. However, that Sodexo recently boosted representation A participant asked from the floor why so there was no consensus at the CEO meeting of women on its executive committee, with on whether companies should make regular women now comprising 43% of membership progress reports on gender equality. n compared with 25% previously. Women Men and women have to make up nearly 40% of the company’s board. « key figures Anne-Gabrielle Heilbronner called for a fight work together to accelerate against bias, which is often unconscious. n 60% of college graduates today are Candidates for any position should be the empowerment of women women. properly assessed. “We are very lucky in n There are only 5 women CEOs among the Publicis. We have equality between men in business. FTSE 100 companies – a figure that has not changed in the last 20 years. and women. We have a whole culture of » Mary Goudie 2014 - WOMEN’S FORUM n 53 discovery SESSION Women are underrepresented in the labor market in general, and overrepresented in by the Women’s Forum, in partnership part-time employment. Often it is assumed that this is only true in developing countries, but it is a significant issue in developed countries as well. A number of factors contribute with The Boston Consulting Group and to the labor-market gender gap in developed countries. Juggling work and family conti- with AIG, GSK, Publicis Groupe, Sodexo, nues to be an issue for women, who often have no choice but to work part time and, as a Unilever and with the support of the OECD result, do not advance professionally in the way men do. Women’s access to vocational training is limited because part-time employees receive fewer training opportunities. Furthermore the vocational training that women receive is less focussed on technical skills than training received by men, and therefore women benefit from it less. Women’s income is lower than men’s throughout their lives, and the gap widens after the age of Improving 63. Availability of childcare services remains a key element in solving the gender gap. Si les femmes sont sous-représentées sur le marché du travail en général, elles occupent la majorité des postes à temps partiel. On imagine souvent que ce phénomène concerne the economic uniquement les pays émergents, mais il constitue également un problème majeur dans les pays développés. Plusieurs facteurs contribuent à ces inégalités hommes/femmes sur le marché du travail des pays développés. Jongler entre travail et famille demeure problé- power of matique pour les femmes, qui n’ont souvent pas d’autre choix que de travailler à temps partiel. Par conséquent, elles ne bénéficient pas du même avancement professionnel que women les hommes. L’accès des femmes à la formation professionnelle est ainsi limité, car les em- ployés à temps partiel ne bénéficient que d’un éventail réduit d’opportunités de formation. En outre, les femmes se voient dispenser une formation professionnelle moins axée sur in developed des compétences techniques que les hommes, et par conséquent en tirent moins d’avan- tages. Leurs revenus restent inférieurs à ceux de la gent masculine tout au long de leur countries carrière, et cet écart se creuse encore davantage après 63 ans. L’accès à des services de garde d’enfants reste un élément essentiel pour éradiquer ces inégalités hommes/femmes. Introduction Neil Barrett, Group Vice-President Sustainable Brainstorming for immediate action the most of her commute time by using Development, Sodexo A video presenting a case study of ‘Clare’ the Internet: using social media to network Facilitators showed the challenges faced by a single or create an online community to lobby for Agnès Audier, Partner and Managing Director, mother working part time as a nurse prac- change, searching for employment closer to The Boston Consulting Group titioner in the state of Texas, United States. home, taking online courses to improve her Luc de Brabandere, Fellow and Senior Advisor, Luc de Brabandere led a brainstorming exer- marketability, and creating a crowdfunding The Boston Consulting Group cise in which participants were encouraged site to help her pay for her boiler repair. At to come up with ideas to address Clare’s the conclusion of the exercise, participants many challenges, which included inadequate were given a form letter addressed to a gov- childcare options, a broken boiler and a long ernment authority and asked to write down commute to work. Most ideas from partic- and hand in their best solution based on the ipants focused on ways she could make brainstorming session. n
key figures n In OECD countries, 32% of women work part time, compared with 9% of men. Some progress has been n In Europe, women earn €82 for every €100 « earned by men. made but there is still a long n Employment rates of women and men diverge as the number of children increases, way to go. going from 79% of men and 77% of women » employed in childless couples, to 84% of men Neil Barrett and 45% of women in families with three or more children. Neil Barrett
54 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION What progress has been made in the last 10 years to close the gender gaps in healthcare around the world? A discussion paper produced by the Boston Consulting Group, Gender Gaps: What can be done in a decade?, addressed this complex issue, which reaches beyond diseases that affect only women, such as breast cancer, genital mutilation or Thinking maternal health. For diseases that affect both sexes, gender gaps may exist relating to prevalence, diagnosis and access to care. For example, heart disease is perceived as largely a male problem, but also affects large numbers of women. There is a lack of ahead awareness about female heart disease among both women and healthcare professionals, for women’s and this can result in slower diagnosis and poorer treatment for female patients. Quels progrès ont été réalisés au cours des 10 dernières années afin d’éradiquer les inéga- lités hommes-femmes en matière de santé dans le monde ? Un article publié par le Boston healthcare Consulting Group, Gender Gaps: What can be done in a decade? (Inégalités hommes- Introduction femmes : que peut-on faire en une décennie ?), s’est penché sur cette question épineuse, qui va bien au-delà des maladies exclusivement féminines telles que le cancer du sein, An Vermeersch, Vice-President, Vaccines, GSK des mutilations sexuelles ou de la santé maternelle. Concernant les maladies affectant les Facilitators deux sexes, des disparités hommes-femmes existent en matière de prévalence, de dia- Agnès Audier, Partner and Managing Director, gnostic et d’accès aux soins. Les maladies cardiaques sont par exemple perçues comme The Boston Consulting Group un problème plutôt masculin, qui touche pourtant bon nombre de femmes. Ces dernières, Luc de Brabandere, Fellow and Senior Advisor, de même que les professionnels de santé, manquent de connaissances dans ce domaine. The Boston Consulting Group Ceci peut freiner le diagnostic et réduire la qualité des traitements pour les patientes. If you look at history, big ideas happen in two steps. In the first« step, someone has a new idea. The second step requires you « In most parts of the to think in terms of ‘Yes, and...’ rather than ‘Yes, but...’. » world, women live longer Luc de Brabandere than men. According to the The paper also addresses the different chal- During a brainstorming exercise, audience lenges in low- versus high-income countries. members generated ideas to help close WHO, however, women For example, in developing countries, wom- healthcare gender gaps in different settings, don’t necessarily live better. en and girls are more affected than men by such as by creating self-monitoring tools. exposure to infectious diseases, childhood Facilitators distributed template letters re- Many have chronic, big illnesses and lack of access to clean water, questing direct action from several public food and sanitation. Therefore, in developing authorities, non-governmental organizations healthcare problems. countries, it is important to have programs or philanthropists, and encouraged audience » dedicated to women, due to their key role of members to write an idea onto the letter and An Vermeersch taking care of the family, said Agnès Audier. mail it. n
Access to healthcare In high-income countries, the gender gap exists in non-communicable diseases such as cardiovascular disease, cancers and de- key figures pression. Findings showed that while women n 58% of people affected by HIV/AIDS are generally have similar access to healthcare women. services, they are more often misdiagnosed n In 2009, 67% of pregnant women with HIV/AIDS were not receiving anti-retroviral or do not receive appropriate treatment, be- treatments; that number has decreased to cause medical research has historically been 32% today. more heavily focused on men. An Vermeersch
2014 - WOMEN’S FORUM n 55 discovery SESSION In developing countries, 62% of the labor force is self-employed, with 82% of men and by the Women’s Forum, in partnership 45% of women participating in the overall labor force. Focusing on self-employment can help address the gender gap in these countries. Women, more so than men, reinvest with The Boston Consulting Group and their income in their families. The result – healthier and better-educated citizens – with AIG, GSK, Publicis Groupe, Sodexo, positively impacts a nation’s well-being. Unilever and with the support of the OECD Dans les pays en développement, 62% de la population active exerce une profession indépendante, avec 82% d’hommes et 45% de femmes participant à la population active totale. Le travail indépendant peut permettre de réduire cet écart dans ces pays. Les femmes redistribuent bien plus que les hommes leurs revenus au sein de leur famille, ce qui a pour effet d’améliorer la santé et le niveau d’éducation des citoyens, des avancées Empowering positives pour le bien-être de la nation dans son ensemble. women as Women in developing countries can have re- Many participants believed Sirvan should duced access to credit and limited access to think bigger than a village electronics shop, agents of the workforce due to legal and cultural restric- suggesting she expand her customer base tions. Focusing on human capital (training to by using the Internet, or expand the scope of enable women to progress professionally and her offering. Others suggested partnerships development: create sustainable businesses), financial cap- with public and private players, such as ital (better access to financing and financial transport and shipping providers to broaden Entrepreneurship services) and social capital (access to peer her company’s reach, larger technology networks, adequate childcare and transport) companies, or an organization like Rotary. to unlock the can foster women’s entrepreneurship. One participant suggested she train local people to create a qualified user base, Brainstorming for immediate action which would give her greater leverage with a economic A video was shown presenting the case potential partner. study of ‘Sirvan,’ a young Thai woman with At the conclusion of the exercise, participants electronics training who wants to open potential of were given a form letter addressed to a play- an electronics shop in her village. Luc de er in international development and asked to Brabandere led a brainstorming exercise in developing write down and hand in their best solution which participants were asked to come up based on the brainstorming session. n with ideas to address her challenges, which countries included choosing a path that is frowned Introduction upon for women in her culture, obtaining Amita Chaudhury, Global Diversity Director, financing, overcoming the distrust of potential Unilever customers due to her gender, and convincing Facilitators a future husband that she can both run a business and take care of a family. Agnès Audier, Partner and Managing Director, The Boston Consulting Group Luc de Brabandere encouraged participants to think flexibly, rather than fluidly, to favor Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Group “analogical” ideas over “logical” ideas, with the aim of creating unexpected combinations and surprising solutions. Amita Chaudhury To spur market growth key figures « Innovation occurs when n In Asia, women account for 54% of the in developing economies, we workforce. In Africa, the figure is58% , and in unexpected« partnerships are the Middle East, it is 24%. need to provide opportunities n The laws of 79 economies restrict the type formed. of work women can do. for women. n In Mexico, 7% of board members are » » women. The OECD average is 10%. Amita Chaudhury Luc de Brabandere 56 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Digital jobs are beneficial to women because women in ICT (Information and Communications Technology) earn 9% more than women in similar positions in other sectors. In addition, the gender pay gap in ICT fields is close to zero, while it is approximately 5% in other sectors. By 2020, there should be 900,000 ICT jobs available Is there a in the EU-27 countries. Therefore, it is important to foster the entry of women into ICT. Although the number of women studying computing has increased since 2000, the percentage of women on these courses has gone down (from 23% to 20%), as has the gender growth pace of women entering computing studies compared to men. Priority action areas include renewing the image of digital careers in the eyes of women and society, to digital? improving study and working conditions, and empowering women in their place of work. Introduction Anne-Gabrielle Heilbronner, General Secretary, Les emplois numériques présentent bien des avantages pour les femmes : en effet, dans Member of the Directoire, Publicis Groupe le secteur des TIC (Technologies de l’Information et des Communications), elles perçoivent Facilitators à poste équivalent un salaire 9 % supérieur à celui des femmes travaillant dans d’autres Agnès Audier, Partner and Managing Director, secteurs. En outre, la différence de rémunération entre hommes et femmes dans les The Boston Consulting Group domaines liés aux TIC est quasi nulle, alors qu’elle atteint environ 5 % dans d’autres secteurs d’activité. D’ici à 2020, 900 000 postes TIC devraient être à pourvoir dans les Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Group 27 pays de l’UE. Il est donc essentiel d’encourager l’accès des femmes à ce secteur. Si le nombre d’étudiantes en informatique ne cesse de croître depuis 2000, leur pourcentage a chuté de 23 à 20 %, à l’instar de la vitesse de croissance des femmes commençant des études d’informatique par rapport aux hommes. Pour renverser la tendance, plusieurs We all know digital mesures s’imposent : renouveler l’image des carrières numériques aux yeux des femmes « et de la société, améliorer les conditions d’étude et de travail, mais également donner plus technologies will change our de pouvoir aux femmes sur leur lieu de travail. lives, the lives of our children, Brainstorming for immediate action as groups of women engineers, could act and the way we do business. A video was shown presenting the case as networks and mentors. Finally, students In fact, this change has study of ‘Elodie,’ a university student study- could seek out peer networks. A study could ing computer science in France who chose be performed to define the current situation, already begun. this career field because “the Internet and and lead to activities such as awareness-rais- » smartphones are symbols of her generation.” ing campaigns. Anne-Gabrielle Heilbronner She believes that both men and women need At the conclusion of the exercise, participants to play a part in the digital era. However, this were given a form letter addressed to a pub- reality is not reflected in her educational en- lic or private actor and asked to write down vironment, where only 20% of her fellow and hand in their best solution based on the The best way to come up students are women, and even fewer of her brainstorming session. n « professors. She feels she has no role models, with a good idea is to have a and does not see how a male professor can be a mentor. lot of ideas. Luc de Brabandere led a brainstorming exer- » cise in which participants were encouraged Luc de Brabandere to come up with ideas to address Elodie’s situation. The brainstorming discussion fo- key figures cused on several strategies. Universities or n Women in the ICT sector earn almost 9% professors could bring in female role models more than women in similar positions in non- to speak to students, or celebrity women in ICT service sectors. tech like Sheryl Sandberg, COO of Facebook n The first time the Fields Medal was and author of Lean In, Women, Work, and the awarded to a woman was in 2014. Will to Lead. Professional organizations, such Anne-Gabrielle Heilbronner
2014 - WOMEN’S FORUM n 57 discovery SESSION The statistics are clear: women are less likely than men to become entrepreneurs. by the Women’s Forum, in partnership Agnès Audier started the session by giving the audience a multiple-choice quiz. The answers were enlightening. In the 27 EU countries, only 25% of business owners with with The Boston Consulting Group and employees are women. Women lack confidence when considering entrepreneurship, with AIG, GSK, Publicis Groupe, Sodexo, especially when it comes to perceptions of opportunities: in Europe, only 33% of Unilever and with the support of the OECD women perceived opportunities as opposed to 50% of men; for the United States, the corresponding figures were 47% and 65%.
Les chiffres parlent d’eux-mêmes : les femmes ont moins de chances que les hommes de créer leur entreprise. Agnès Audier a ouvert la séance en proposant au public un questionnaire à choix multiples, dont les réponses furent édifiantes. Dans les 27 pays Making de l’Union européenne, seuls 25 % des dirigeants d’entreprises employant des salariés sont des femmes. La gent féminine affiche un net manque de confiance en matière entrepreneurship d’entreprenariat, notamment lorsqu’il est question de perception des opportunités : en Europe, seuls 33 % des femmes ont su saisir des opportunités, contre 50 % des hommes a more attractive ; aux États-Unis, les chiffres s’élèvent à 47 et 65 % respectivement. career choice Men and women have different motivations Ideas in images for choosing entrepreneurship; women are Luc de Brabandere then took the floor to for women more likely to be motivated by a desire to coach the audience on techniques for finding combine work and private life, while men are solutions to a dilemma, in this case helping a Introduction slightly more likely to be spurred by an idea young woman called Marie who tried to start Seraina Maag, President and CEO EMEA, AIG for a new product or service. Finally, women her own business. Her friends discouraged entrepreneurs on average work 17% less and her, saying that she would end up working Facilitators earn 34% less than their male counterparts. too much and not earning enough. When Agnès Audier, Partner and Managing Director, “What can be done to help women who want she went to the bank for a loan, she met with The Boston Consulting Group to be entrepreneurs?” asked Agnès Audier. nothing but obstacles until she returned with Luc de Brabandere, Fellow and Senior Advisor, “They need human capital (education, train- her male partner – the loan was granted right The Boston Consulting Group ing), financial capital and social capital like away. Now that the business is working, she mentorship networks with women entrepre- is responsible for taking care of her daughter’s neurs.” needs and spends less time at work than her partner, who wishes she were around more. Luc de Brabandere then encouraged the Women who want audience to come up with ideas to help women « like Marie. Suggestions included talking to to be entrepreneurs need young girls about what they want to be when they grow up, with entrepreneurship as an human capital [education, option; teaching girls to take risks by playing Monopoly; and creating an entrepreneurial training], financial capital game aimed at women, like SimCity. n and social capital like mentorship networks with Female entrepreneurship Seraina Maag « women entrepreneurs. empowers women and key figures » n Only 25% of business owners in the EU with supports economic growth; Agnès Audier employees are women. n Women entrepreneurs generally work it’s win-win. 17% less and earn 34% less than their male » Seraina Maag counterparts in the EU.
58 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Throughout much of the 20th century, national progress was measured in terms of GDP, or gross domestic output. Today, policymakers understand that a great deal more goes into a country’s sense of well-being than its overall production capacity. In 2005, the OECD, which tracks the world’s most developed countries, began compiling its Better How do you Life Index, which goes beyond hard economic data to look at more subjective issues such as how people actually view their personal quality of life as well as the balance between work and family life, and more to the point, whether they have an overall measure sense of well-being. As the OECD’s Anthony Gooch explains, “We were interested in a happy life? outcomes, not just outputs.”
Speaker Pendant la plus grande partie du 20e siècle, l’évolution d’un pays se mesurait en termes de PIB, ou Produit Intérieur Brut. Aujourd’hui, les législateurs ont compris que le sentiment Anthony Gooch, Director of Public Affairs and de bien-être d’un pays dépendait de bien plus de facteurs que sa simple capacité totale Communications, OECD de production. En 2005, l’OCDE, chargée de suivre les pays les plus développés du monde, a lancé le Better Life Index. Ce dernier prend en considération bien plus que des données purement économiques et se penche sur des questions plus subjectives telles que la façon dont les individus considèrent leur qualité de vie ou encore l’équilibre entre vie professionnelle et vie privée. Plus précisément encore, l’indice cherche à établir If you don’t measure, si la population a un sentiment général de bien-être. Comme l’explique Anthony Gooch « de l’OCDE : « Nous nous intéressons aux résultats, et pas uniquement aux aspects you can’t manage. quantitatifs. » The question is: are The importance of measuring the right things anyone can follow on line – and a companion we measuring the right The OECD had begun to realize that important effort published last year How’s Life? 2013 issues, such as the impact of inequality on a are designed to show where the world is things? country’s economic health, were overlooked today and in the future, not the world as it » by traditional statistics. That became evident was.” Anthony Gooch when the global financial crisis hit three years The criteria cover health, education, the after the program started. In retrospect, environment, personal security and the Anthony Gooch says that the Index turned subjective sense of well-being, as well as out to be both “pre-crisis and prescient.” The the more material issues such as wealth, worldwide financial collapse hit the OECD working conditions, job availability and particularly hard because it took everyone housing. The index reveals that on most by surprise while striking at precisely those of these key issues men and women want economies covered by the OECD’s mandate. pretty much the same things, and have Gooch explains that the Index – which roughly similar priorities. The online Index, which tracks opinions in 36 countries, has had 4.8 million visits from interested people in 184 countries. Roughly one million online inquiries have come from the US. That points to the growing importance of quality of life as a global issue. More importantly, in Anthony Gooch’s view, the Index is beginning to have an impact on policy makers at the highest level. n
key figures n 4.8 million people have accessed the Better Life Index online. Anthony Gooch
2014 - WOMEN’S FORUM n 59 discovery SESSION Good progress has been made in closing the gender gap in employment, education, by the Women’s Forum, in partnership entrepreneurship and health over the 10-year life of the Women’s Forum, and the session heard ideas of how to maintain momentum and further close the gap in the with The Boston Consulting Group and next decade. with AIG, GSK, Publicis Groupe, Sodexo, Unilever and with the support of the OECD Depuis la création du Women’s Forum il y a 10 ans, des progrès significatifs ont été réalisés dans la lutte contre les inégalités hommes-femmes en matière d’emploi, d’éducation, d’entreprenariat et de santé. Cette session a permis d’échanger diverses idées qui nous permettront de continuer sur cette lancée et de poursuivre le combat au cours de la prochaine décennie.
It focused on the outcomes of brainstorming be due to social and cultural pressures. Amita Engaging sessions, held during the course of this year’s Chaudhury said she called them the four Fs – Global Meeting, on specific aspects of the fear, friends, funding and family. Education of- the future: gender issue. The sessions had taken as their fers a way to overcome the problem, but it is starting point the results of a discussion paper necessary to begin early when children are just The next 10 produced by the Boston Consulting Group, in seven or eight. partnership with the Women’s Forum, and with Neil Barrett said the group brainstorming on the support of the Organisation for Economic improving the economic power of women in years Co-operation and Development (OECD) (http:// developed countries had looked at expand- www.oecd.org/gender). ing home services. Companies could develop Moderators “The progress made over the past 10 years services, such as plumbing and baby-sitting, Agnès Audier, Partner and Managing Director, should really give us confidence to engage over at a reduced cost for employees to help them The Boston Consulting Group the next 10 years and close the gap,” Hans- achieve a better work-life balance, he said. n Hans-Paul Bürkner, Chairman, The Boston Paul Bürkner said in opening the session. Consulting Group Education has shown the most progress, with Facilitators women now getting more post-secondary ed- Neil Barrett, Group Vice-President, Sustainable ucational qualifications than do men. But this Development, Sodexo advance has not translated into jobs. Innova- Amita Chaudhury, Global Diversity Director, tions in employment, such as part-time work- Unilever ing and working from home, are too often seen Anne-Gabrielle Heilbronner, General Secretary, Member of the Directoire, Publicis Groupe as solutions just for women. “We want to see Seraina Maag, President and CEO EMEA, AIG more men working part-time. Part-time work Monika Queisser, Head of Social Policy Division, should be a gender-equal problem for employ- OECD ers,” said Monika Queisser. “Only when we An Vermeersch, Vice-President, Vaccines, GSK have men choosing the same type of arrange- ments will it not matter whether you employ Monika Queisser, An Vermeersch, Seraina Maag, men or women anymore,” she added. Agnès Audier, Neil Barrett, Amita Chaudhury, New technologies – including digital technolo- Hans‑Paul Bürkner gies – are changing the way people live, and key figures I personally believe that women are among the biggest users, Anne-Ga- n In the next few years, girls will make the« gender gap in digital and brielle Heilbronner noted. But their involvement up 70% of university graduates in some with technology was rather like that of a car countries. In Europe, it is already 60%. n Africa will need to create 120 million new technology will be reduced, driver who never looks under the hood. Digi- jobs by 2020. In India, a similar amount is tal and high-tech companies employ as many needed. although not be fully resolved, women as men, but not in more senior posi- n 55% of women are outside the labor force tions, she added. in developing countries. in the years to come. n In Europe, when a man is paid €100, a » A question of confidence woman earns €82. Anne-Gabrielle Heilbronner Women often lack the confidence needed to n 42% of single-parent households in the UK are at risk of falling into poverty. launch a career as an entrepreneur. This can
60 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Combatting inequality in the workplace requires a change in the attitudes of individual women that complements the policy improvements of the past 35 years, an international by ABB, Altran and Safran panel from ABB concluded. Trying to answer why progress toward gender parity has been so slow over the past two decades, Amy Lakin said that the drive for equality could not just be a government program, or something talked about by executives. It had to come from both ends of the system.
Selon un panel international formé par ABB, la lutte contre les inégalités sur le lieu de travail nécessite un changement d’attitude de la part des femmes qui permettrait de soutenir les avancées politiques obtenues au cours des 35 dernières années. En expliquant pourquoi la progression vers la parité a été si lente au cours des vingt dernières années, Amy Lakin Is fairness a affirmé que la lutte pour l’égalité ne pouvait pas reposer uniquement sur un programme gouvernemental ou demeurer un sujet réservé aux dirigeants. Cette lutte doit en effet être the key alimentée par les deux extrémités du système.
A global issue consolidating the sentiments of the three pan- to more The point was reinforced by Pia Brant- elists. gärde-Linder, who drew attention to the sit- The point that women are trying to compete equality? uation in Sweden, where policies encourag- in a business paradigm designed and built ing gender equality are more advanced than by men, was raised from the floor by Heath- Moderator in the US: notably in parental leave, which is er McGhee of Demos, a US public policy or- Radhika Muthukumaran, IMA Region Lead, one-and-a-half years at 90% pay for both men ganization pushing for more representative Diversity and Inclusion, ABB and women, and the ample daycare services. democracy. The panel reacted to this point Speakers Despite this, Pia Brantgärde-Linder said, over with enthusiastic agreement: a new paradigm Pia Brantgärde-Linder, Product Group Manager, half the women in her immediate friendship and a new workplace built by both men and Sweden, ABB circle choose to put their family before their women is needed. “Certainly we’d have more n Brigitte Beck, Business Leader for Conduits & career, not believing they can have both. bathrooms,” Amy Lakin commented. Fittings, ABB Circumstances are the same in Switzerland, noted Brigitte Beck. There, she said, poli- Amy Lakin, EVP, Supply Chain, Baldor, an ABB It’s up to all of us to company cies do not get in the way of women holding whatever position they want, but still 30% of take« up the challenge, and to women with a university education end up not Occasionally, working, compared with only 10% of men. promote younger girls. « The problem, Brigitte Beck said, is society: a » I even thought it could woman who has children and enough money Pia Brantgärde‐Linder be an advantage to be to live off is criticized if she still goes to work, but a man is not. It’s each one of us a woman. “As individuals we take responsibility for our that« is going to make the » Brigitte Beck own growth,” Radhika Muthukumaran said, difference. » Amy Lakin key figures n 30% of Swiss women with a university education end up not working, compared with only 10% of men. n Parental leave in Sweden lasts for 480 days and is available to both men and women. Daycare for Swedish children has been available for over 100 years. n 30% of Swedish engineers are women. Radhika Muthukumaran, Pia Brantgärde-Linder, Brigitte Beck, Amy Lakin Brigitte Beck, Amy Lakin
2014 - WOMEN’S FORUM n 61 discovery SESSION Moderator Christine-Anne Chevry began the session by pointing out that no company can reach new heights today without innovation, and then asked whether diversity contributed by ABB, Altran and Safran to innovation. The response from the four speakers was a unanimous, resounding yes. All agreed that, in order to generate disruptive ideas and new breakthroughs, it is best to work with women and men of all ages and with varied backgrounds, cultures and experience.
Christine-Anne Chevry a ouvert la séance en soulignant qu’aucune entreprise ne pouvait aujourd’hui améliorer ses performances sans innover. Elle s’est ensuite demandé si la diversité contribuait à cette innovation. La réponse des quatre intervenantes a été unanime : toutes ont répondu par l’affirmative et se sont accordées à dire que pour avoir de brillantes idées et permettre de véritables avancées, il était préférable de travailler au côté d’hommes Diversity in et de femmes de tous âges et présentant des parcours, des cultures et des expériences innovation: extrêmement diverses. Reaching new heights
Moderator Christine-Anne Chevry, Senior Manager Research & Development, and Chairman, Women & Men in Business Network, Airbus Helicopters Laurie Tolson, Fabienne Lacorre, Corinne Jouanny, Marie-Hélène Therre, Christine-Anne Chevry Speakers Fabienne Lacorre noted that although her for women. “It’s because they hadn’t been company is very large, it is trying to encourage tested on women,” she said. “If we listen to Corinne Jouanny, Managing Director and Co- founder, Altran Pr[i]me, Altran innovation by instilling a small-company spirit. diverse voices in the factory, for example, we To this end, it has launched a project called can raise questions about social impact.” Fabienne Lacorre, Senior VP Engineering, Snecma, Safran Group the Innovation Factory, a special place outside Corinne Jouanny, who has managed innova- the company offices equipped with electronic tion groups in different countries, pointed out Marie-Hélène Therre, Founder and CEO, Therre Consultance devices and toys. “When I enter this place, I that groups working within a single company feel completely different,” she said. “Every- or country often have blind spots. “It’s import- Laurie Tolson, EVP, Global Research and Development, Ventyx, an ABB Company thing makes you feel you are in a situation ant to create groups with the most diversity where you can innovate.” Outsiders, including possible to avoid blind spots,” she said. She designers and data scientists of diverse back- also stressed the importance of a user-centric grounds and ages, are invited to the Innova- approach to decision-making. “We have to tion Factory to help inspire new ideas. have empathy with end users; we have to put For Laurie Tolson, one of the key assets of her people at the center, with as much diversity as We are now trying to company is “a very diverse population that we can.” n « does challenge ideas and doesn’t settle for a change our mindset, because common answer.” She also underscored that innovation is a lot about a limited time frame or similar points of view We have to have empathy can constrain innovation. « mindset. We are trying to have When asked by an audience member about with end users; we have to put the impact on society of diversity in innova- the spirit of a small company tion, Marie-Hélène Therre noted that in the people at the center, with as United States between 2007 and 2010, 10 in our big company. medicines were withdrawn from the market, much diversity as we can. » eight of them because they were dangerous » Fabienne Lacorre Corinne Jouanny 62 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION People aged 60 and over are the fastest-growing population segment in the world, according to the United Nations. In Britain, 60-year-olds outnumber 16-year-olds by a significant margin. In Japan roughly one-third of the population is over 60. The demographic shift to an aging population has focused attention on older people’s health Energizing concerns, and fortunately technology offers new options for staying active longer.
Selon les Nations Unies, les individus de 60 ans et plus représentent le segment de silver population affichant la croissance la plus rapide dans le monde. En Grande-Bretagne, on compte bien plus de sexagénaires que d’adolescents de 16 ans. Au Japon, environ economy- un tiers de la population est âgé de plus de 60 ans. Cette évolution démographique a attiré l’attention sur les questions liées à la santé des séniors, et fort heureusement, la centric technologie offre aujourd’hui de nouvelles solutions pour rester actif plus longtemps.
Networking the elderly could be dangerous if it got in the wrong healthcare The Internet makes information about health hands. For these reasons, data security is more widely available than ever before, being maintained at a level normally found in an aging and patients are fast becoming important in defense establishments. Despite the risks, actors in their own healthcare. One of the it is clear that the world’s health systems are world most exciting new developments is the moving toward greater use of technology. innovative use of pacemakers that are “The world health system is going to have to normally implanted to stabilize an irregular change, otherwise we will not be able to deal Moderator heartbeat. Doctors can now also use it as a with the numbers,” says Nadia Frontigny. sensor that can collect important information “The good news is that we are going to live Helen Cherré, Group Program Director, Altran on a patient’s condition and transmit the longer.” n Speakers data wirelessly to a specialist at a medical Sylvie Bothorel, R&D Director, CoE, SORIN center or hospital. In many cases this allows The role of the Jérôme Faggion, Business Development Director, doctors to spot a potentially life-threatening Health Care Social Welfare, Altran event before it happens and take measures cardiologist« will be the same, Nadia Frontigny, VP Care Management, Orange to avoid it. “The survival rate at five years is Healthcare Division increased by 50%,” noted Sylvie Botherol. “If only with new technology. you have a pacemaker networked, you can » predict an event days in advance.” Jérôme Faggion Sending information directly to specialists or hospitals may dramatically change the The pacemaker relationship between patients and their « primary physicians. Instead of dispensing communicates both ways. It medical advice, general practitioners are can be remotely programmed likely to become flow managers of medical information. No one expects the GPs to and it could even be used to disappear. “They will always be there,” says Sylvie Botherol, “because we need a human kill someone. The danger of a being at the center.” An obstacle that still needs to be overcome terrorist attack is being taken is how to guard against hackers or terrorists very seriously. breaking into the system. A networked pacemaker communicates both ways, and it »Sylvie Bothorel key figures is conceivably possible to murder a patient by sending the wrong signal. Likewise, n 287 million people are estimated to be aged over 65 today. information about a potentially lethal allergy Nadia Frontigny, Jérôme Faggion
2014 - WOMEN’S FORUM n 63 initiative The Cartier Women’s Initiative Awards
Cartier corner Stanislas de Quercize, Henry Bonsu
In 2006, Cartier joined forces with the Women’s Forum, INSEAD and McKinsey & Company to create the Cartier Women’s Initiative Awards, an annual business-plan competition whose mission is to support audacious and promising women entrepreneurs. Each year, six Laureates are awarded US$20,000 in funding, personalized coaching for one year, networking and visibility opportunities. The competition is open to female entrepreneurs leading creative and financially sustainable start-ups with a strong social impact.
En 2006, Cartier s’associe au Women’s Forum, à l’INSEAD et à McKinsey & Company afin de créer le Cartier Women’s Initiative Awards, un concours annuel centré sur un concours annuel de business plans dont le but est de soutenir d’audacieuses et prometteuses femmes entrepreneurs. Chaque année, six lauréates reçoivent une bourse de 20 000 dollars, un accompagnement professionnel personnalisé pendant un an, ainsi que de nombreuses opportunités de rencontres et de visibilité. Le concours est ouvert aux femmes entrepreneurs dirigeant une start-up créative, financièrement viable et socialement responsable.
Cartier trophy
64 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Speed networking in the Cartier corner Discovery session in the Cartier corner
In 2014 community, one that grows stronger every “In businesses working for social impact, year. Our finalists cite joining this community community is a cornerstone of development as a prize in itself, a chance to belong to a and construction. It is the driver that builds group where they feel supported, motivated innovation in the face of challenges, the and encouraged. A space where they can motivation that seeks new models and give free rein to their dreams. solutions, the heart that beats at every Starting with barely a dozen finalists in 2007, core. For the finalists in this eighth edition now over 100 today, this community has of the Cartier Women’s Initiative Awards, a life and a momentum of its own. Cartier, community is a watchword. Whether bringing INSEAD, McKinsey & Company and the solar power and affordable technology Women’s Forum serve as catalysts to bring to rural populations, universal design to it together, but these enterprising women do disabled children, non-toxic biorepellents the rest! It is a joy to witness them joining to the face of the earth or artificial organs forces and sparking new business ideas and to transplant patients, their businesses opportunities, a pleasure we have wanted to embrace people’s needs and wellbeing and share with you in our Journal this year. put the problems they face first. For the Maison Cartier, this sense of As often among our finalists, some have community is vital; as a Maison, of course, made the step from non-profit to business. with a longstanding community of trusted Marrying profit with social ideals is no easy clients and in-house craftsmen, and as a equation, which is why the guidance offered patron that sponsors avant-garde ideas and by the coaches and Jury members who take fosters the spirit of enterprise through these part in the Cartier Women’s Initiative Awards, Awards. Bringing people together to share all of whom give their time and experience their knowledge and generosity builds a freely, brings such vital insight to these spirit of community that we hold dear.” entrepreneurs. Once again, we thank them Stanislas de Quercize all for their generosity. This too is a spirit of (Cartier press release 2014) Stanislas de Quercize
2014 - WOMEN’S FORUM n 65 plenary SESSION Cartier Women’s Initiative Awards Ceremony
Host welcome Stanislas de Quercize, President and CEO, Cartier International Master of Ceremonies Henry Bonsu, Independent journalist and Stanislas de Quercize captured the spirit of the Cartier Women’s Initiative Awards when broadcaster he quoted French poet Louis Aragon, saying “la femme est l’avenir de l’homme” (women are the future of mankind), adding that “Cartier wants this future to happen now.” Henry Bonsu described the competition as a celebration of audacity, womanhood and seeing Entrepreneurs from six different regions the future through women’s eyes. of the world received an award for their achievements in the field of: environment, En citant les vers du poète français Louis Aragon, « la femme est l’avenir de l’homme », education, health and nutrition. Stanislas de Quercize a parfaitement traduit l’essence même des Cartier Women’s Initiative • Eleni Antoniadou, Transplants Without Awards, avant d’ajouter que « Cartier souhaite que cet avenir débute dès aujourd’hui. » Donors, United States – creating artificial Henry Bonsu a décrit la compétition comme un hommage à l’audace, à la féminité et a établi un parallèle avec le regard que portent les femmes sur l’avenir. organs from stem cells for transplants, • Mariam Hazem, Reform Studio, Egypt – transforming discarded plastic bags into I saw an opportunity, a problem that was thought to be design objects, • Carla Delfino, Imperial Europe, Italy – unsolvable,« and I thought ‘There has to be a solution’. producing nontoxic, environmentally Achenyo» Idachaba safe and humane rodent repellent, • Bel Pesce, FazINOVA, Brazil – teaching personal and professional development through entrepreneurial values, • Achenyo Idachaba, MitiMeth, Nigeria – transforming invasive aquatic weeds into homeware and accessories, • Diana Jue and Jackie Stenson, Essmart Global, India – bringing life- improving technologies to low-income rural populations
key figures Bel Pesce, Carla Delfino, Stanislas de Quercize, Eleni Antoniadou, Diana Jue, Jackie Stenson, n 60% of the workforce at Cartier is female. Mariam Hazem, Achenyo Idachaba
66 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Some [of the finalists] have taken risks. They have taken the« leap from corporate to start-up. Some have embraced entrepreneurship as a career path to provide solutions to major global issues; sustainable, long-term solutions. » Henry Bonsu At Cartier, we believe in« women; they are our inspiration, our muse. » Stanislas de Quercize
Henry Bonsu I am not only interested in reaching a goal, but in« pushing the boundaries further. »Eleni Antoniadou Eleni Antoniadou, Stanislas de Quercize
Audacity, entourage and a different the environment, create jobs and improve effort to change this. He also pointed out that perspective economic conditions in local communities. the Cartier brothers – dreamers who wanted As in previous years, entrepreneurs in this Eleni Antoniadou stressed the importance of to enchant the world with a bold global vision year’s competition face major cultural, being surrounded by motivated people who – built the Cartier Maison on audacity. ideological, technical and political obstacles share the entrepreneur’s vision and values. Since the Cartier Women’s Initiative Award that they could not confront without audacity, She added that leading by example is a good was created in 2006, over 100 women have an essential entrepreneurial characteristic. way to find the people who will, along with been finalists in the competition. The six During a discussion led by Henry Bonsu, the entrepreneur, become “a chain that has winners will receive an award of US$20,000, the competitors defined audacity and the no weak links.” one year of professional coaching from entrepreneurial attitude in a number of ways, One experience some finalists had in common Cartier, INSEAD and McKinsey & Company, including “being unstoppable,” “taking bold, was that at some point they had left their media visibility for their projects, and a calculated risks,” “not taking ‘no’ for an home countries for education or work, which stunning trophy designed by Cartier. n answer,” and “grabbing your dreams and changed their perspectives and influenced, or making them a reality.” even precipitated, their decisions to become The people surrounding an entrepreneur entrepreneurs. are a critical factor. Achenyo Idachaba Entrepreneurship is about offered her strategy for winning the support “Audacity is everything at Cartier” turning« ‘no’ into ‘yes’. When asked by Henry Bonsu why Cartier, a of doubters, suggesting that entrepreneurs Bel» Pesce share their vision in a way that is diplomatic luxury company, would create a women’s and not aggressive. She added that it is social entrepreneurship competition, Stanislas important to help people see a project’s wider de Quercize replied that women make up implications. In her case, she was challenged 60% of the Cartier workforce, and only one- Flash this code to show her family members that her project, third of global entrepreneurs are women, so for the full video beyond making baskets, helped to clean up the Cartier Women’s Initiative Awards is an of the session
2014 - WOMEN’S FORUM n 67 discovery SESSION The entrepreneur Raomal Perera, whose 365Network was eventually acquired by Intel, by Cartier offered advice on business start-ups and fund-raising. Tackling perceptions about effective fund-raising, the Sri Lankan-born businessman, who launched his company in Dublin, said, “I don’t play golf, I did not go to an elite school and I do not go to the pub. I had little conventional contact with the financial community. We set out to raise a million dollar, and we raised 2.7 million.” The message, he said, is that if you can give a good value proposition, you can raise money. My Raomal Perera, dont la société 365Network a été rachetée par Intel, a prodigué divers conseils concernant les start-ups et le financement. A propos des idées reçues autour de l’efficacité des collectes, cet homme d’affaires né au Sri Lanka et qui a créé son entrepreneurial entreprise à Dublin a expliqué : « Je ne joue pas au golf, je n’ai jamais fréquenté une école prestigieuse et je ne sors pas dans les bars. Je n’entretiens que peu de liens avec le journey monde de la finance. Nous avions pour objectif de collecter un million de dollars et nous en avons finalement obtenu 2,7. » Selon lui, si vous pouvez offrir une proposition de valeur Speaker satisfaisante, vous pouvez alors obtenir des fonds. Raomal Perera, Co-founder of Thousand Seeds and Adjunct Professor, Entrepreneurship Other lessons he has learned since he started • Celebrate success. Sit back occasionally Department, INSEAD his business in 1999 included: and enjoy the fruits of your hard work. There • Take ownership of a problem. If you is nothing wrong with rewarding someone constantly blame somebody else, you will who helped make it happen. [Being humble] can lose credibility. When it comes to raising funds, “The most « • Visualize where you want to go. Starting out, important thing that an investor looks at is be challenging for women, Raomal Perera was driven by a scene from a you,” said Raomal Perera. Ultimately, people book by Arthur C. Clarke about a surfer out invest in people. Investors look for integrity because when they are too in the deep water, surrounded by rocks and and passion. Woven into this is ‘coachability,’ far from shore. Only the elation of navigating which means that one must learn to be humble they are not taken the challenge kept him going. humble. “This can be challenging for women, seriously. Find the middle • Elicit superb support. Surround yourself because when they are too humble they are with positive people. “Many people will say, not taken seriously. Find the middle ground ground between confidence ‘you shouldn’t do this’ or ‘I told you so.’ I between confidence and arrogance,” he am not suggesting that you throw away your advised. A small company must find ways and arrogance. parents, but you must toss the toxicity.” to raise its profile, he emphasized. Surround » • Persevere. Hang in and pay attention to yourself with the best. Your associations Raomal Perera what is happening around you. Assess what help to determine how seriously others take is not working for you and continuously you. n correct course.
Raomal Perera Raomal Perera
68 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Taking a leap of faith to leave a well-paid job and start your own company requires courage and initiative. Katalin Berenyi has both in abundance. In 2005, she was working in marketing for L’Oréal, when she met a dynamic Korean woman who wanted to bring traditional Korean herbal cosmetics to the European market. Katalin Berenyi was so From impressed with her new acquaintance, Hojung Lee, that she borrowed €20,000 for start- up funding from her mother and then resigned from L’Oréal in order to go into business corporate to with her new partner, who also put €20,000 into the project. The result was Erborian, a entrepreneurial French-Korean distributor of traditional Korean skin care products. Quitter un emploi bien rémunéré pour créer sa propre entreprise exige du courage et life: un sens affirmé de l’initiative. Et justement, Katalin Berenyi en a à revendre. En 2005, alors qu’elle travaille dans le service marketing de L’Oréal, elle rencontre Hojung Lee, une Coréenne qui ambitionne de lancer des produits cosmétiques et phytothérapiques A successful traditionnels coréens sur le marché européen. Katalin Berenyi est si impressionnée qu’elle décide d’emprunter 20 000 euros à sa mère pour monter une start-up et de quitter L’Oréal leap afin de s’associer à sa nouvelle partenaire, qui investit elle aussi 20 000 euros dans ce projet. C’est ainsi qu’est née Erborian, une société franco-coréenne de distribution de produits de soins traditionnels pour la peau.
Speaker Katalin Berenyi, Founder and President of Erborian, and 2007 Cartier Women’s Initiative Awards finalist
Katalin Berenyi
Katalin Berenyi and Hojung Lee communi- her footsteps. “The company and the brand cated between Asia and Europe by Skype, should be a love story,” she says. Beyond and they gradually built the brand across that, she feels that potential entrepreneurs Europe. They secured additional financing need to be ready to take a leap of faith and from an investment fund, mostly to be able to think outside the box. She says that her to supply enough of the product to be pres- departure from L’Oréal was permanent from ent on store shelves. Today, the brand is dis- the start. She was afraid that if there was a tributed across most of Europe and over the possibility of coming back, she would not Internet, and it is growing steadily. Ironically, put absolutely all of her energy into the new the fact that the products are sold in France enterprise. It turned out to be a gamble that and accepted by French women is a strong paid off. n selling point in Korea. Korean women con- sider women in France to be exceptionally demanding, and the fact that they like the The company and the brand brand is a strong recommendation. should« be a love story. Katalin Berenyi has an important piece of » Katalin Berenyi advice for anyone who wants to follow in Katalin Berenyi
2014 - WOMEN’S FORUM n 69 discovery SESSION Creativity is a choice. But how do you incorporate creativity into the workplace, so that by Cartier innovation and entrepreneurship become the core of your business? For Mary Cronin, it is all about a change in mindset. This includes creating an ecosystem that is not ‘business as usual.’ Companies like to hold brainstorming sessions, but these are often a waste of time as there is no follow-through. New approaches need to become part of a culture that leads to change. A key element is a willingness not only to talk to customers but to listen to what they have to say, in order to obtain their insight and understand their needs.
How to create La créativité est un choix. Mais comment l’intégrer sur le lieu de travail pour placer l’innovation et l’esprit d’entreprise au cœur de votre activité ? Pour Mary Cronin, la solution consiste an innovative and à changer d’état d’esprit, notamment en créant un écosystème radicalement différent du « business as usual ». Les entreprises sont adeptes des séances de brainstorming, entrepreneurial mais celles-ci s’avèrent souvent inutiles puisqu’aucun suivi n’est mis en place. Une culture capable de favoriser le changement doit intégrer de nouvelles approches. L’un des éléments clés est la volonté d’engager le dialogue avec les clients et d’écouter ce qu’ils corporate culture ont à dire afin de recueillir leur opinion et de mieux comprendre leurs besoins. in corporations Henry Ford asked his customers what with failure. These are some of the ways we they wanted. They wanted faster horses, can create an innovative culture.” Companies Speaker so he created a car. Companies need to need to stop trying to sell customers their Mary Cronin, Co-founder, Thousand Seeds be prepared to re-invent themselves as a solutions; instead, they should observe how means of obtaining diversity. “Kodak, which they use their products, she said. was once highly successful, failed to do this, It is necessary to explore how to re-invent a so the smaller ones had it for lunch,” said business model, and to validate new ideas. Mary Cronin. “We have to think about failure Networking is one way to do this. This means strategically.” cross-pollination with ideas from the outside However, having a lot of new ideas that go world, not just with people who talk the same nowhere is not productive. The challenge language on the same business team. “It is a is how to help and direct people with their combination of all these behaviors that leads ideas. Google is very good at this, Mary to creativity,” Mary Cronin said. Companies Cronin said; it is an approach that has led to need to question, observe and experiment, new products and diversification. “As part of and then think about the kind of business their DNA, they hired people who could deal they wish to create. n
Reward failure strategically.« People need
Mary Cronin to learn from failure. key figures They have to learn from n One in four people in the workplace believe their mistakes. they are using their creative potential. n 78% of millennials seeking jobs are strongly » influenced about how creative companies Mary Cronin come across as being.
Mary Cronin
70 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Gala reception hosted by Cartier
Up: Amy de Castro, Yvonne Brady, Emilie Mazzacurati, Eleni Antoniadou Up: Noora Ahmad Al Naqbi, Maitha Shuaib, Lamia Khan, Rohini Nagu, Down: Achenyo Idachaba, Rama Kayyali Jardaneh, Bel Pesce, Erika Foureaux Fatima Deemas Down: Khawla Al Mehairi, Hala Badri, Jacqueline Franjou, Mona Al Marri
Micha Chidiac, May Chidiac Lydia Alpizar, Theo Sowa Catherine Ladousse, Lourdes Berho, Tanya Moss Baran, Aymar de Lencquesaing Lucero Saldaña
Rosario Pérez, Cristina Hernandez Betancourt, Marie-Monique Steckel, Céline Mazières, Stéphanie Cardot, Véronique Forge, Gillian Martin Mehers, Altaír Jarabo Carole Holmes Delouvrier
2014 - WOMEN’S FORUM n 71 breakout SESSION Brazil: Our discontents and the search for renewal
Moderator: Deborah Berlinck, European Correspondent, O Globo Speakers Sandra Boccia, Editorial Director, Pequenas Empresas & Grandes Negócios Brazil has made significant strides to reduce inequality in recent years. For example, as Christina Lopes, Senior Latin American Specialist, Global Strategic Associates, and Sandra Boccia pointed out, domestic housecleaners and maids have at last earned the 2014 Women’s Forum Rising Talent right to be registered in the labor system and receive benefits such as social security.
Ces dernières années, les inégalités ont considérablement reculé au Brésil. Comme l’a expliqué Sandra Boccia, les femmes de ménage et aide-ménagères ont par exemple obtenu le droit d’être inscrites au registre professionnel du pays et de bénéficier d’avantages tels que la sécurité sociale. If a man is in a bad mood,« he is a tough leader. But with a woman, they might say that you are not getting along with your partner or that you are on your period. » Sandra Boccia
Deborah Berlinck Christina Lopes
72 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Deborah Berlinck, Sandra Boccia, Christina Lopes
Christina Lopes noted that this example profile, successful role models. Yet change of progress follows a series of advances seems to be coming slowly on other fronts. in the last 30 years: from dictatorship to “It is a paradox,” said Christina Lopes. democracy in the 1980s; from hyperinflation From the bottom rungs to middle Women hold up to economic stability in the 1990s; and to the management, “women hold up Brazil,” said Brazil. « emergence of a middle class in the 2000s. Christina Lopes. But they become scarce at »Christina Lopes Christina Lopes explained that Brazil missed the top. “It is like America in the 1950s,” she a chance to capitalize on the recent boom noted. The “macho culture” permeates the years, which were fueled by commodity sales workplace environment, said Sandra Boccia. to China, by, for example, not introducing “If a man is in a bad mood, he is a tough further reforms to improve the quality of leader,” she said. “But with a woman, they education and boost the savings rate. might say that you are not getting along with Much of the discussion revolved around the your partner or that you are on your period.” status of women in Brazil. Two of the top Working in private equity, Christina Lopes three vote-getters in the recent first-round often works on acquisitions of family firms. of the presidential elections were women, Sometimes she will be working on a deal among them Dilma Rousseff, who became with a firm that was inherited by a woman. the country’s first woman president four She noted that those women generally defer years ago. The president of the state oil giant to a brother or cousin to negotiate, even if Petrobras is also a woman. So there are high- they are the legal owners. n key figures n Brazilian unemployment dropped from 12.3% in 2003 to 4.9% today. n Brazil ranks 59th among the 75 countries listed in the OECD’s PISA index, which measures educational performance in math, reading and science. n There are 4 million more women than men in Brazil. n Of all Brazilians who get university diplomas, 60% are women. Sandra Boccia
2014 - WOMEN’S FORUM n 73 breakout SESSION Theater as a space for freedom
Moderator Ana Maria Salazar Slack, Host, Imagen News, and Host and Producer, Seguridad Total Speaker Johana Bahamón, Actress, Entrepreneur and Director, Fundación Teatro Interno
The transformative power of theater was the focus of Johana Bahamón’s talk about Teatro Interno, the program she established in her native Colombia which offers inmates I believe in second of the nation’s prisons an artistic outlet. « Le pouvoir de transformation du théâtre a constitué le thème central de l’intervention de chances, I believe that a Johana Bahamón sur le Teatro Interno. Il s’agit du programme qu’elle a créé en Colombie, son pays natal, dans le but d’offrir aux détenus incarcérés dans les prisons nationales un mistake can be changed véritable exutoire artistique. into an opportunity. » Having a passion can« make possible things that seem impossible. It’s a cliché, but it happens. » Johana Bahamón
Johana Bahamón, Ana Maria Salazar Slack
74 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Theater changes people. Art and culture change the« spirit, change the soul. Applause changes a person; it empowers a person. » Johana Bahamón
Johana Bahamón, Ana Maria Salazar Slack
Judging a beauty contest in a women’s commented moderator Ana Maria Salazar prison two years ago sparked the idea for the Slack. Nevertheless, Johana Bahamón project. Johana Bahamón was moved by her persisted, pointing also to the impact of contact with the inmates, and decided that applause and the adulation of the wider she wanted to stage a theater production world on the inmates who took part in the where they were the actors. From there, the program. She spoke of the powerful image Teatro Interno program evolved. of inmates being led to and from the stage “Theater changes people,” Johana Bahamón in handcuffs; while they were performing, said, when asked what she hoped the however, they were free. project will achieve. “Art and culture change The program has gone on to offer wider the spirit, change the soul.” The image of artistic opportunities to the inmates of Colombia is changing, too, she said, and she Colombia’s prisons, including yoga, Pilates hoped her project would contribute to that and creative workshops. Arts and crafts have change. also been encouraged, overseen by some of the country’s top jewelers and attracting the All the world’s a stage attention of private business. Almost all the The performances given as a result of the money earned by inmates in any of these Teatro Interno initiative were staged not only areas, Johana Bahamón said, they send within prisons, but in the outside world as straight to their families. n well. This marked one of the real successes of the program and took Johana Bahamón eight months of campaigning with the key figures Colombian authorities to realize. n In two years Teatro Interno has directly had “I imagine the bureaucracy took one look at an impact on more than 500 people, and has indirectly touched more than 3,000. this proposition and thought, you’re nuts!” Ana Maria Salazar Slack
2014 - WOMEN’S FORUM n 75 breakout SESSION Eradicating energy poverty
Moderator Ebru Ilhan, Sustainable Development Senior Specialist, Eczacıbas¸ı Group Speakers Anil Raj, Co-Founder and CEO, OMC Power
Anil Raj’s passion is to consider energy poverty and find simple but imaginative ways to address the problem, particularly in India where one-third of the 1.2 billion inhabitants have “never flicked on a switch.” These are people who live in a parallel dimension with a reality totally different from ours, he said. With the country’s population still increasing and the gap widening between those with energy and those without, many Indians have no access for financial, political and other reasons. But, noted Anil Raj, “while eradicating energy poverty may seem extremely ambitious, it also represents an opportunity.”
La passion d’Anil Raj consiste à étudier la précarité énergétique et à trouver des solutions aussi simples qu’innovantes afin d’éradiquer ce problème, en particulier en Inde où un tiers des 1,2 milliard d’habitants n’a « jamais touché le moindre interrupteur. » Ces individus vivent dans une dimension parallèle et dans une réalité toute autre que la nôtre, explique- t-il. Alors que la population du pays ne cesse d’augmenter et que l’écart continue de se creuser entre les personnes ayant accès à l’énergie et les autres, bon nombre d’Indiens sont privés d’énergie pour des raisons financières, politiques et bien d’autres encore. Cependant, comme le souligne Anil Raj, « si l’éradication de la précarité énergétique peut sembler extrêmement ambitieuse, elle constitue également une formidable opportunité. »
Ebru Ilhan Participants
76 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks To supply a refugee camp« of 3,000 to 5,000 people with a power plant would take a month to put in place and cost US$100,000. » Anil Raj
Ebru Ilhan, Anil Raj
The Indian-Swedish entrepreneur, who to prepare meals in advance, possibly saving spends half his time in India and half in them up to four hours a day, which could then Sweden, does not believe that the Indian be directed toward earning money. It could government is capable of changing things. also help farmers store perishable produce. “One can build major coal, nuclear or even Each power station has its own ‘mini-bar’ hydroelectric power plants, but the problem is to cool anti-venom for snakebites and other that India simply does not have the capacity,” medications, such as vaccines. “Healthcare he explained. “So we decided to flip things has to be local where people need it,” Anil around by building small, renewable energy Raj said. plants where people live.” Anil Raj noted that local power already has had an incredible social impact. People tend Distributing power to use their power to increase their income Power packs the size of a handbag are – for example, by using light to keep shops distributed by OMC Power to villagers open at night, or electric mopeds to bring themselves. These are fueled primarily by produce closer to towns where prices are solar or biogas – most parts of India do not better. n have sufficient wind for power. They are provided on a subscription basis with enough charge to power a light, fan, electric bike and even a TV. The next day, a distribution van replaces the used pack with a new one. To ‘Internet- The company is also developing localized « refrigeration, which could prove “a complete able’ our local plants Anil Raj game changer.” This would allow people would only cost an (particularly women, in the present context) additional 5%. key figures »Anil Raj n In India, 400 million people do not have access to electricity; in Africa it is 600 million.
2014 - WOMEN’S FORUM n 77 side meeting by LIR The future of healthcare is also a women’s issue
Speakers Rima de Sahb-Berkovitch Sophie Dubois Sophie Dubois, Director, Strategy and Public In a survey of more than 1,000 French women who were asked about the healthcare Affairs, Takeda France system in France and their openness to change, 85% of respondents reported they Emmanuelle Kuhnmunch, Director, were the main caregivers in charge of their family’s health; 14% said they share this Communications, GSK France responsibility with their spouse. The survey was conducted during the last week of Valérie Perruchot Garcia, Director, Public Affairs September 2014 by LIR-IPSOS-STERIA. Findings were released on 16 October. and Communications, Janssen France Catherine Raynaud, Director, Public Affairs, Lors d’une enquête menée auprès de plus de 1 000 Françaises concernant le système de Pfizer France santé national et leur ouverture d’esprit face au changement, 85 % des femmes interrogées Rima de Sahb-Berkovitch, Director, Market ont déclaré prendre principalement en charge la santé de leur famille, tandis que 14 % ont Access, MSD France affirmé partager cette responsabilité avec leur partenaire. L’étude, dont les résultats ont Agnès Soubrier, CEO, LIR été publiés le 16 octobre dernier, a été réalisée par LIR-IPSOS-STERIA au cours de la Brice Teinturier, Associate Director, Ipsos France dernière semaine de septembre 2014. Anne Tisseau, Director, Public Affairs, and Director, Market Access, Merck Serono France The healthcare system as it exists today in France is« not going to be sustainable forever. The survey shows Valérie» Perruchot Garcia that« women resist seeing the healthcare system « Women seek differently. By focusing information about health, on individual benefits we but when it comes to may nudge people toward preventing health problems change. for themselves and their » Brice Teinturier families, they are not very active. » Anne Tisseau Catherine Raynaud
78 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Over the past 50 years, women« have reacted after disease strikes, to find a cure. Over the next 25 years, we’ll need to learn to prevent and delay disease, so that women won’t just be putting out fires. » Agnès Soubrier Emmanuelle Kuhnmunch Agnès Soubrier We French women are lucky and comfortable with our healthcare« system and not terribly ready for change. Sophie Dubois» Where do French women go for health The panelists, who represented six different information? They rely first on doctors, pharmaceutical companies, emphasized followed by pharmacists, and then family that if women understand the benefits of and friends. Only 12% of women surveyed prevention they will become more proactive reported looking online for medical and change their behavior when it comes information, far fewer than is widely to managing their families’ health and their believed. The survey also found that while own. Practicing prevention will save time and women actively seek health and medical give them greater freedom. information, they do not necessarily act on There was general consensus among the this information once they obtain it. panelists that the French healthcare system, Survey participants cited aging in good to which women are greatly attached Anne Tisseau health and end-of-life issues as their leading because it gives them substantial freedom of concerns. Women tend to put their children’s choice, is not economically sustainable and health before their own, especially in the must change in the future. n case of serious diseases. Men seem to focus later in life on healthcare issues, after disease strikes. Women pay attention to health issues key figures at a younger age because of contraception n According to survey participants, 1% of men in families are the primary caregivers for their and pregnancy. children’s health. No time for prevention n 47% of French women surveyed expressed For women, preventing disease appears to anxiety about serious disease or Alzheimer’s be far less important than curing disease. affecting them in the future. As women care for their children, parents n 62% of survey respondents consider it essential to grow old with security and dignity. and grandparents, they may concentrate on n 12% of women surveyed rely on the Internet finding solutions for illness because they are as their source of medical information. short on time. Valérie Perruchot Garcia
2014 - WOMEN’S FORUM n 79 plenary SESSION The future of digital
Moderator Elizabeth Weymouth, Senior Associate Editor, the Washington Post Speaker Maurice Lévy, Chairman and CEO, Publicis Groupe
Maurice Lévy, Elizabeth Weymouth “Video will dominate tomorrow’s world,” declared Maurice Lévy. It is the future of digital content and communication but there will still be a place for trusted brands offering People are overwhelmed quality information, he added. “Clearly there is a revolution on its way,” he said. Mobile « technology has given us a new way of communicating, and some companies will fail to with information on the meet the challenge, but the digital future is interesting rather than scary. Internet, up to 80% of which « La vidéo sera incontournable dans le monde de demain », a déclaré Maurice Lévy. « Elle incarne l’avenir du contenu numérique et de la communication. Toutefois, il y aura encore is irrelevant. de la place pour des marques de confiance proposant des informations de qualité », » poursuit-il. « Une révolution est incontestablement en marche ». La technologie mobile nous a offert de nouveaux moyens de communication, et si certaines entreprises ne seront pas capables de relever le défi, l’avenir numérique s’annonce plus passionnant qu’effrayant. If the quality is there, «people will seek out your website and fetch your content. » Maurice Lévy
Flash this code for the full video of the session Maurice Lévy
80 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Any publisher agreeing to« include advertising content concealed in editorial is creating a real problem in the industry. » « Video will dominate tomorrow’s world. » Maurice Lévy
Flash this code for an exclusive interview of Maurice Lévy Maurice Lévy Maurice Lévy, Elizabeth Weymouth
People are reading much less, Lévy said, and To protect revenues the distinction between they dip into information without going deep branded content and editorial is becoming into the details. Young audiences are more ever more blurred. There is also a blurring interested in video and content sharing; video between the platform and the content, as is already making its way into online news, evinced by the likes of Microsoft, Sony and web television and blogs. Samsung, but this does not mean quality of Cellphones will be the dominant viewing content will necessarily fall. platform. “It will change how advertisers “The Internet is full of information that is not think about their target audience,” said Lévy. true. It is difficult to extract what is the right Knowing not only who the target is but also information,” agreed Lévy, but organizations where they are enables advertisers to reach with solid brands will remain the source of their audience with more interesting offers. reliable information. “If the quality is there, Tablet definition is almost as good as on TVs; people will seek out your website and fetch mobile screen technology has a way to go your content,” he said. “It is in the interests of advertisers that the but the quality will come. separation is clear,” he added. The contract News media in the digital age advertisers have with the consumer is to be Traditional newspapers are under threat in honest and to make it clear that the advertising this new age, but there is always a way to message is commercial and not part of the win in a difficult world. Newspapers with editorial content. “Any publisher agreeing authority, that are willing to investigate, to to include advertising content concealed uncover the truth, to double-check facts, will in editorial is creating a real problem in the survive. industry,” remarked Lévy. n Elizabeth Weymouth
2014 - WOMEN’S FORUM n 81 discovery SESSION “In France, 150,000 primary school students struggle to attain the required level of by Capgemini, Orange and Paypal proficiency in English, French and mathematics to move onto secondary school,” stated Jean-Michel Leclercq of the CNED, France’s National Center for Distance Learning. New digital technologies, such as interactive online portals and applications, have the potential to address such issues and improve children’s learning experience.
« En France, 150 000 élèves du primaire éprouvent des difficultés à atteindre le niveau de compétence exigé en anglais, en français et en mathématiques pour pouvoir entrer au collège », explique Jean-Michel Leclercq, du CNED, le Centre national français d’enseignement à distance. Les nouvelles technologies numériques telles que les portails Hackathon et applications interactifs en ligne offrent une solution à ces problématiques et permettent on education d’améliorer l’expérience d’apprentissage des enfants. The CNED has developed an online interac- A brainstorming session by the audience Facilitator tive portal for students and teachers called provided the following suggestions on an Candice Blois, ASE Paris, Capgemini Consulting D’COL, which allows children to practice and application to be developed around digitally Speaker improve their skills in core subjects. D’COL improving children’s learning experiences: Jean-Michel Leclercq, Director of Strategy, CNED provides users with the ability to chat with an • Children should be able to participate in a online ‘avatar’ or coach named ‘Tom,’ who physical or virtual community, challenge acts as their peer and encourages them to and learn from each other, and develop In France, 150,000 improve on their weaknesses. In case users their problem-solving skills. « have any questions or doubts on subject • A system of rewarding users (via bitcoins, primary school students matter, ‘Tom’ refers them to one of 15 teach- for example) and encouraging them to ers in CNED’s back office. progress further should be included. struggle to attain the • The application should be accessible to Designing the educational service of tomorrow everyone in a mobile format in schools, Digitally innovative and immersive services required level of proficiency libraries and other public places (malls, for similar to D’COL need to be created every example). in English, French and year to address the issue of children • Teachers, families and friends should have struggling academically. In this context, a role in this application and its use. mathematics to move onto the audience was asked to select a theme • The application should have a colorful look for a new interactive application that would secondary school. and feel; it should be possible to integrate be developed by an on-site team from » it into children’s academic curriculum in Capgemini and Backélite over the course of Jean-Michel Leclercq real life. the Women’s Forum Global Meeting. • Social media should play a role in the appli- cation’s promotion and use. A prototype of the application will be presented at the Women’s Forum Global Meeting on Friday, 17 October 2014. n
key figures n 150,000 French primary school students do not have the required basic skills to move onto secondary school. n CNED’s interactive web service D’COL registers 15,000 exchanges each day between users and the avatar named ‘Tom.’ n 30,000 children have been referred to teachers in CNED’s back office. Jean-Michel Leclercq, Candice Blois
82 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION New digital technologies have the potential to transform people’s – especially women’s – lives by improving their security, spreading democracy and leveling the playing field for them across the world by integrating them into a global digital network.
Les nouvelles technologies numériques ont le pouvoir de transformer la vie des gens, et Partnering en particulier celle des femmes : elles améliorent leur sécurité, instaurent la démocratie et les mettent au même niveau que les hommes dans le monde entier en les intégrant au sein for equity d’un réseau numérique mondial. and success in a digital world Crowdfunding is one of« the most interesting
Moderator developments in the last Nina Gardner, Founder and Director, Strategy two years. International, and Adjunct Professor, Johns Hopkins, SAIS » Technology brings Speakers « Brigitte Dumont, CSR Chief Officer, Orange democracy. Christina Smedley, Vice-President, Global Brand » Christina Smedley and Communications, PayPal Brigitte Dumont, Christina Smedley, Nina Gardner
“As money becomes more democratized, campaigns) by giving them access to simpler women become more empowered,” said payment mechanisms and to much-needed We are working Christina Smedley. By connecting more and funding in the form of donations and crowd- « more women in developing countries to funding campaigns. “Technology brings de- to fight the digital mobile networks, large telecommunications mocracy,” stated Christina Smedley. operators such as Orange have made them Bridging the digital divide divide. more independent. Women that seek to run Despite the advances made in this field, there » their own businesses are now able to ensure is still room for improvement. Not all women Brigitte Dumont their financial security by circumventing are equipped with mobile handsets that allow middlemen to make and receive payments them to connect to the digital global network. directly with their cellphones, and their Furthermore, women need to be educated physical security by no longer carrying cash about the possibilities of digital technologies Women are a real to and from their places of business. Women and how they can be properly leveraged. “We starting their own businesses have also « are working to fight the digital divide,” said market for us. They are benefited from mobile forms of payment, Brigitte Dumont. expanding their businesses and having more our customers. This proliferation of new technologies also access to and control over the money they » brings its share of issues, notably on the manage. protection of financial data. Major players in As money becomes New digital forms of handling money, such as mobile payments such as Orange and PayPal « PayPal, compound the effects of mobile tech- more democratized, recognize this issue, and Orange has imple- nology by changing the way money moves mented a privacy charter for all customers. n women become more between individuals and groups. Non-tradi- tional channels of payment have empowered key figures empowered. individuals, NGOs, grassroots organizations, » local entrepreneurs and even major political n Charitable donations worth US$4.9 billion have been made via PayPal Christina Smedley forces (such as Barack Obama’s presidential
2014 - WOMEN’S FORUM n 83 discovery SESSION New digital technologies can contribute to making education more equitable and by Capgemini, Orange and Paypal accessible not just by improving classroom infrastructure or incorporating games into curricula, but by helping students achieve their maximum academic potential at their own pace. “Personal coaching is key for each child and key in reassuring their parents,” said Jean-Michel Leclercq.
Les nouvelles technologies numériques peuvent favoriser une éducation plus équitable et plus accessible en améliorant l’infrastructure des salles de classe, en intégrant des activités ludiques dans les programmes d’enseignement, mais également en aidant les élèves à atteindre à leur propre rythme leur potentiel maximal. « L’accompagnement How digital personnel est essentiel pour chaque enfant, mais aussi indispensable pour rassurer leurs contributes to parents, » a déclaré Jean-Michel Leclercq. Following the brainstorming session from the • It is easier for teachers in the classroom to a more equitable first day of the Women’s Forum Global Meet- allow students to learn at their own pace, ing, Capgemini’s on-site team developed an ensuring that they succeed academically. education application prototype that changes the way • Knowledge about other parts of the world, the classroom is managed. The application, once gained through travel and cultural – conclusions which was developed in 36 hours, included experiences that were only available to features that: better-off families, is more accessible to Capgemini • Allow the teacher to monitor each student people from across the socio-economic individually through a scorecard. spectrum. Facilitator • Allow students to ask questions via a chat These new technologies can easily be imple- Candice Blois, ASE Paris, Capgemini Consulting function. mented in developing countries such as the Speakers • Reward students and encourage them to Democratic Republic of the Congo, where or- Jean-Michel Leclercq, Director of Strategy, CNED share their knowledge with their peers. ganizations such as Matumaini deal with an underfunded education system with a lack Estelle Maione, IS&T, Capgemini Consulting Transforming the education system digitally of textbooks and regularly trained teachers. Anne Niering, IS&T, Capgemini Consulting “With digital, we can trigger benefits for the By circumventing local infrastructure prob- whole education system,” said Estelle Mai- Noushka Teixeira, Director, Matumaini lems (for example, solar panels to ensure a one. These benefits target an often outdated continuous power supply), an offline version system – for example, the French education of such applications could bring a wealth of system has not changed since the 19th cen- knowledge to children. “Technology (…) can With digital, we tury. Among the benefits: improve the learning experience and change « • Digital technologies reduce the need for teaching methods,” said Noushka Teixeira. n can trigger benefits for heavy textbooks to be carried back and the whole education forth, thereby having a positive impact on student health. key figures system. • The classroom is transformed into a learn- n In France, 140 students a year complete ing community, where students learn from their schooling without any qualification. » n Schoolbags in France weigh 15 pounds. Estelle Maione each other in addition to learning from their teacher. Technology (…) can« improve the learning experience and change teaching methods. » Noushka Teixeira Estelle Maione, Jean-Michel Leclercq, Candice Blois, Anne Niering
84 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION “I shape the world and say, ‘let’s do it differently,’” stated Jo Malone as she spoke about what kind of entrepreneur she was. After her first foray into the world of fragrances with her namesake brand, which has since been sold to the cosmetics group Estée Lauder, Jo Malone jumped back into the world of entrepreneurship with a new fragrance brand, Crossing Jo Loves. « Je façonne le monde et j’affirme que nous devons faire les choses différemment, » a borders: déclaré Jo Malone en expliquant à quel type d’entrepreneur elle s’identifie. Après avoir fait un premier pas dans l’univers des parfums grâce à sa marque éponyme, rachetée The road to depuis par le groupe cosmétique Estée Lauder, Jo Malone a renoué avec l’entreprenariat entrepreneurial en créant une nouvelle marque de parfums baptisée Jo Loves. success To develop a new entrepreneurial venture, more powerful,” said Christina Smedley. Jo there are five ‘heartbeats’ that should be Loves, on the other hand is reinventing the taken into account: inspiration, innovation, way fragrances are experienced by involving Speakers ignition, integrity and instinct. These in turn are not only the sense of smell, but sight, hearing Jo Malone, Founder, Jo Loves and others reinforced by three underlying values: passion and touch also. n Christina Smedley, Vice-President, Global Brand for an industry, creativity and resilience. and Communications, PayPal These ‘heartbeats’ and values alone cannot guarantee success for an entrepreneur. “As entrepreneurs, we need the freedom to step out and take risks, and the security to know that we can stand still sometime,” said Jo I shape the world and Malone. Furthermore, the potential failures « associated with these risks are crucial, as it say, ‘let’s do it differently.’ makes entrepreneurs more resilient. “Failure » is such a vital ingredient to a successful brand and successful business.” I longed to live in this One out of two women feels great when «world of creativity that could starting a business. The other half needs to be confident enough to take the risk. Such Jo Malone, Christina Smedley change the world again. confidence only comes with moving forward » and not dwelling on the past. Focusing on their key strengths also ensures that entrepreneurs The exchange of money Failure and mistakes are seize the right opportunity. “Run on the track goes« away, and the experience « that you run fastest on,” said Jo Malone. the doorstep to success. of the retail moment becomes » Creating a paradigm shift Consumer patterns and behaviors have As entrepreneurs, we need changed over the past two decades. Both more powerful. « PayPal and Jo Loves are changing the way » the freedom to step out and business is done in their respective fields to Technology should take risks, and the security to reflect these new patterns and behaviors. « PayPal is changing the nature of money itself empower people. by physically removing it from transactions, » know that we can stand still Christina Smedley thereby allowing a stronger focus on key figures sometimes. human interactions during a purchase. “The » exchange of money goes away, and the n 50% of women feel great about starting a business. Jo Malone experience of the retail moment becomes
2014 - WOMEN’S FORUM n 85 breakout SESSION hosted by Thalys Setting new global standards for diversity in corporate leadership
Host welcome Are corporations ‘walking the walk’ when it comes to increasing gender diversity on Ingrid Nuelant, Deputy CEO and CFO, Thalys their boards and in the C-suite? According to The Credit Suisse Gender 3000, a new study of 3,000 companies in 40 countries and across all major sectors, board diversity Moderator has increased in almost every country and every sector, rising from 9.6% in 2010 to Cristina Vicini, Chair, Presidents’ International 12.7% at the end of 2013. Female participation in top management (CEO and directors Advisory Council, The International Alliance for reporting to the CEO) stands at 12.9% at the end of 2013, but varies considerably from Women, and Co-founder, Global Board-Ready Women Initiative sector to sector and country to country.
Speakers Les entreprises passent-elles à l’action pour améliorer la diversité hommes-femmes au Rohini Anand, Senior Vice-President and Global sein de leurs conseils d’administration et dans les postes de direction ? Selon The Credit Chief Diversity Officer, Sodexo Suisse Gender 3000, une nouvelle étude menée auprès de 3 000 sociétés de 40 pays et Pamela Thomas-Graham, Chief Marketing dans les principaux secteurs d’activités, la diversité au sein des conseils d’administration and Talent Officer, and Head of Private Banking a augmenté dans la quasi-totalité des pays et dans tous les domaines. Elle est passée & Wealth Management New Markets, Credit de 9,6 % en 2010 à 12,7 % à la fin de l’année 2013. Les femmes occupaient 12,9 % des Suisse AG postes de haute direction (PDG et directeurs adjoints) à la fin de l’année 2013, mais ce chiffre varie considérablement selon les secteurs et les pays. It’s a cliché that women leaders« don’t take risks. They take exactly the same risks as their male counterparts. » Pamela Thomas-Graham Leadership is a journey, not« a destination. Ingrid» Nuelant Cristina Vicini, Pamela Thomas-Graham, Rohini Anand
86 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Pamela Thomas-Graham, Rohini Anand Cristina Vicini Ingrid Nuelant
While these are improvements, said Pamela 50 Companies for Diversity® list every year Thomas-Graham, “there is still a lot of work since 2010, women now make up 43% of to be done.” She added that the study shows the Global Executive Committee. However, Women’s skills are that companies with women on their boards as Rohini Anand pointed out, that is not a « have better financial results than those general trend: the percentage of women building teams, navigating without. On the suggestion of an employee, holding Fortune 500 board seats in the United uncertainty, managing a process it encourages, Credit Suisse has States “has been stuck at 16% forever. It’s launched a ‘returnship’ program to help unacceptable.” She added that preliminary effectively when things women who have taken time off get back results of a Sodexo in-house study showed into the bank. that management teams with between 40% are not black and white, At Sodexo, which has been ranked and 60% women outperform those with number one or two on the DiversityInc Top fewer women, although when the percentage building relationships tips over 50%, performance starts to decline. globally and building “It’s all about having balance,” she said. I’m impatient, but Sodexo has created an entity called Sodexo trust. changing« a culture takes a Women’s International Forum for Talent, or » Swift, made up of 20 Sodexo directors of 12 long time. Then, when the nationalities, to suggest concrete ways to help the group reach its goal of raising the All our task forces tipping point is reached, it percentage of women in top management are« deliberately diverse changes fast. We all have to to 23-25% by 2015. “Swift is not just made up of women,” said Rohini Anand, “men too to spawn innovation. keep a healthy balance when are responsible for driving creative solutions. Swift is a lab for creating initiatives that can » Rohini Anand pushing for change. If we cascade throughout the organization.” n move too fast, we can trigger key figures a backlash. n The number of Fortune 500 board seats held by women in the United States has plateaued at Pamela» Thomas-Graham around 16% since 2010. 2014 - WOMEN’S FORUM n 87 breakout SESSION Why is Europe becoming so intolerant?
Moderator Mary Fitzgerald, Journalist and analyst, and Women’s Forum Rising Talents Alumnus
Speakers Mary Fitzgerald, Emma Bonino Emma Bonino, former Italian Minister of Foreign Affairs Rising intolerance is a trend seen across Europe, touching all countries, affecting many minorities, and manifested in election results, extremist movements, and violent incidents. Why is this happening now? Emma Bonino, a former European Commissioner, said that in times of crisis people turn inward and think locally, reactions that reinforce a narrow sense of community and an exaggerated sense of difference.
On observe une certaine montée de l’intolérance dans toute l’Europe. Ce phénomène touche tous les pays, affecte bon nombre de minorités et se manifeste lors des résultats d’élections, à travers des mouvements extrémistes ou encore lors d’incidents violents. As a young woman Pourquoi apparaît-elle aujourd’hui ? Emma Bonino, ancienne commissaire européenne, « a expliqué qu’en période de crise, les individus ont tendance à se replier sur eux-mêmes moving to the big city et à penser à l’échelle locale. Ces réactions renforcent un esprit de communauté étroit et of Torino I was astonished favorisent une perception exagérée de la différence. by signs in windows saying ‘we don’t rent to those from the South [of Italy]’. Well, I’ve since learned everyone has their South. » Emma Bonino
Emma Bonino, Mary Fitzgerald
88 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Let’s be clear about intolerance; intolerant of whom. We« don’t seem to be intolerant to rich Saudis or Americans. We are intolerant to poor people who are also different from us. » Emma Bonino
Emma Bonino Mary Fitzgerald, Emma Bonino
But if economic crisis is one cause, what Lack of leadership on. National leaders must use all channels, just explains the longer history of intolerance, So where have things gone wrong in terms as extremist groups do, to spread an inclusive before 2008? As Emma Bonino underlined, of tolerance? Lack of leadership is key, most message. Finally, it is critical to adhere strictly states and other institutions have always glaringly in letting intolerance and extremism to the rule of law, without exception, as the underlined difference as a way of building go unanswered. Leaders are reticent to foundation of inclusiveness. sameness where it does not really exist. Seen respond to provocative discourse from The ultimate stage for fighting intolerance this way intolerance is the norm, and projects intolerant parties and groups out of fear of is European integration. The European based on inclusiveness, like the European legitimizing them, and of appearing too lax adventure is an unprecedented effort to Union, are the exception. on issues such as immigration. For Emma bring together very old countries with Bonino these are two big mistakes. The long and often warring traditions. “I am by public space should not be left to the voice nature impatient, but I have to recognize the of intolerance. Furthermore, leaders’ lack of difficulties of the European enterprise,” says political courage to be clear about intolerance, Emma Bonino. “It will take generations.” But difference, immigration and related topics has there is no going back to 28 separate States. contributed to the current climate. Anti-European factions should be required to What is the way forward? Emma Bonino describe what would happen, for example, to would like to see leaders truly leading by their constituents holding mortgages in euros. speaking the truth on the need for immigration Most importantly, the lessons of history must and the moral – and political – imperative for be retold to younger generations. Intolerance tolerance and inclusion. What is worrisome is begins against the other but if unchecked not extremist political parties but the failure of comes back sooner or later to target every mainstream parties to tackle intolerance head- group in society. n You don’t have to be a saint to be European, just« European. Mary Fitzgerald Emma Bonino » n 2014 - WOMEN’S FORUM 89 breakout SESSION Net neutrality: The end of the open Internet?
Moderator Virginie Robert, Foreign Desk Editor, Les Echos Speaker Constance Bommelaer, Senior Director, Global Policy Partnerships, The Internet Society
Virginie Robert, Constance Bommelaer
As the governance and regulation of the Internet are debated by governments, international organizations and civil society, Net neutrality increasingly is being called into question. In simple terms, Net neutrality means that all content (videos, emails and images, for example) is treated equally by Internet Service Providers (ISPs). This impartiality to content is also known as traffic management. Traffic management has existed for the past two decades, but it has drawn attention from the general public in recent years primarly due to crises surrounding Wikileaks and government crackdowns on the Internet such as those that have occurred in Egypt, China and Russia. Some regulation, however, may be considered necessary, such as efforts to control spam. “Traffic management is not a synonym for censorship,” Constance Bommelaer pointed out.
Alors que la gouvernance et la réglementation relatives à Internet font l’objet de débats de la part des gouvernements, d’organisations internationales et de la société civile, la neutralité du Net est de plus en plus remise en question. Pour faire simple, cette neutralité implique que l’ensemble des contenus (vidéos, emails et images, par exemple) soit traité de la même manière par les fournisseurs d’accès Internet (FAI). Cette impartialité au regard du contenu est également appelée gestion du trafic. Celle-ci existe depuis vingt ans, mais a récemment été au centre de l’attention du grand public suite au scandale Wikileaks et aux mesures de répression prises par les gouvernements sur Internet, à l’instar de l’Égypte, de la Chine et de la Russie. Certaines réglementations peuvent cependant être considérées comme nécessaires, à l’image des initiatives de contrôle des spams. Toutefois, « La gestion du trafic n’est pas synonyme de censure, » a souligné Constance Bommelaer. Virginie Robert
90 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « Traffic management is not a synonym for censorship. » Constance Bommelaer
Virginie Robert, Constance Bommelaer
Governing the Internet – censorship vs. be to free of any market interests, but at the innovation same time have significant clout to be able to Governance of the Internet has not been influence large players such as Google. regulated at a global level. For example, Regulations, however, are not meant to stifle regulations concerning the Internet in the EU the Internet and the innovation it fosters. are different from regulations on the other “Innovation is possible because the Internet side of the Atlantic. Furthermore, while civil- is open,” said Constance Bommelaer. Such society organizations such as the World Wide innovation also leads people to find ways Web Consortium (W3C), the Internet Society around regulation, as happened in Egypt. and the Internet Engineering Task Force Users could connect with each other through (IETS) ensure that standards on the Internet’s an independent network at the local level. architecture are maintained, there is no These ‘Internet Exchange Points’ or IXPs neutral third party to ensure that Net neutrality demonstrate the possibility of circumventing is respected. Such a third party would need controls through innovation. n
« Innovation is possible because the Internet is open. » Constance Bommelaer Constance Bommelaer
2014 - WOMEN’S FORUM n 91 plenary SESSION My business and society: Leading for a more equitable world Christine Albanel, Susan Carter, Peter Vogt, Pascale Witz, Maria Livanos Cattaui Moderator Should it be up to governments or non-governmental organizations (NGOs) to create a Maria Livanos Cattaui, former Secretary more equitable world, or is this something that companies can – or should– embrace? General, International Chamber of Commerce, And if the corporate world is already engaging with this, asked Maria Livanos Cattaui, and Member of the Women’s Forum Program then what is it doing? This session took the form of a conversation with corporate Committee and financial management leaders on how business can be an actor and an arena for Speakers promoting greater economic and social equality. Christine Albanel, Executive Director in charge of CSR, Diversity, Partnerships and Philanthropy, Sanofi is a global leader committed to improving health care, said Pascale Witz. “Health Orange is the basis for a more equitable world,” she said. We must develop better medicines, Susan Carter, CEO, Commonfund Capital, Inc. but the person who is receiving treatment must be considered too. Sanofi’s approach is Peter Vogt, Chief Human Resource Officer and to leverage technology, services and education through collaboration with local health Deputy Executive Vice-President, Nestlé SA professionals in a way that can help people take better care of themselves. The Ebola Pascale Witz, Executive Vice-President of Global virus illustrates the urgent need for everyone to pool their expertise and resources. “Many Divisions & Strategic Development, Sanofi of these health challenges do not remain contained. In a global economy, we all have to feel concerned,” she said.
The philanthropic What surprised us is the manner with which Ebola « is spreading.« If people die less, it spreads more. sector in the United States » plays a very important role, Pascale Witz with roots going back to the founding of the country. » Susan Carter For Orange, the focus of« its business is to bring the digital revolution to all. » Christine Albanel Peter Vogt Susan Carter
92 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Pascale Witz Maria Livanos Cattaui Christine Albanel « By creating new jobs for young people, we obtain a lot of new knowledge and understanding. This is part of sharing which is good for business, and good for society. » Peter Vogt Working with local communities successful, we can improve the education Everything is connected, maintained Pascale Collaborating with local communities is of young people,” said Susan Carter. The Witz. This means working with governments. crucial, said Peter Vogt, who has been fund also invests in emerging markets, which With aging populations, 65 million people in working in emerging markets for many years. can produce significant social returns and India and 100 million in China are suffering In Ghana and Nigeria, Nestlé worked with benefits. At the same time, the trustees from diabetes. Governments on their own farmers to improve quality. Initially, they were need to ensure that they are supporting cannot sustain treatment, so the private producing grain with a 50% rejection rate; current and future generations of students. sector needs to be involved. Peter Volk this is now down to 2-3%. The company Many American universities rely heavily on stressed cooperation with all stakeholders, is also fortifying breakfast cereals with their endowments, she said, “Most would while at the same focusing on corporate vitamin A in a bid to reduce micronutrient not make it without them because of the values. For Susan Carter, the philantrophic deficiencies, which exist among one-third increasing price of college education.” As sector in the US has filled the void, but the of the population. “There is always a double President John F. Kennedy pointed out, the next generation is now looking more into benefit from working with local people,” said philanthropic sector represents the ‘jewel’ of socially responsible investments, such as Peter Vogt. This includes training farmers in American tradition. disinvesting from fossil fuels. n animal husbandry to boost milk production. Similarly, as part of Europe’s Alliance for Engagement promotes confidence Flash this code Youth Program, which seeks to create over Corporate philanthropic funding is relatively for the full video 100,000 new jobs, Nestlé is contributing new for France, said Christine Albanel. 10,000 full-time plus another 10,000 intern “But now wherever you look, you will of the session positions. Worldwide, the company has find such components. It is a risk and an agreements with NGOs such as the Red opportunity, but companies are realizing Cross or local groups to deal with child labor, that engagement promotes confidence.” key figures and is helping to educate families so that Orange is active in Africa, where many have n Philanthropy in the United States they understand the importance of sending no access to electricity, so it helps equip represents US$3 trillion in assets. their children to school. villagers to charge their phones. “Products n There are now over 2 million NGOs in the Commonfund Capital Inc. is largely US- and services can bring about change through US, representing 10% of the country’s labor based, with 1,500 clients who are virtually business and profit,” she said; for example, force. all philanthropic organizations, including cellphones enable farmers to obtain the n Americans contribute over US$300 billion universities. Its goal is to manage their latest prices, and give people access to dollars a year to charities – roughly 5% of GDP. assets and grow financial resources. “If health messages.
2014 - WOMEN’S FORUM n 93 discovery SESSION In a fast-changing world, company boards need to change the way they think – and that by Hogan Lovells and KPMG requires them being more diverse, Isabelle Allen told the session. “We should not make this a binary issue – men or women. We also need cultural and generational diversity. Women are the tip of the iceberg,” she said.
Dans un monde en rapide évolution, les conseils d’administration doivent changer leur façon de penser. Pour ce faire, ils doivent se diversifier, a expliqué Isabelle Allen. « Nous ne devons pas envisager cette question de façon binaire, en ne prenant en compte que les hommes et les femmes. La diversité doit également être culturelle et générationnelle. Les femmes incarnent uniquement la partie visible de l’iceberg », a-t-elle poursuivi.
Company boards face four new challenges: When combined with big data, the challeng- Women tax morality, cyber security, big data and the es become even greater. Companies must arrival of Millennials in the workplace, she be prepared. It is dangerous to wait for a on Boards: said. problem to go viral on social media before Preparing for Companies are exposed to increasing scruti- learning how to respond. The fact that sys- ny over their tax policies, particularly whether tems worked in the past says nothing about the world in 2015 they pay sufficient tax in the countries where the future, she added. they operate. “The ground has shifted in Millennials are very different from their pre- and beyond terms of the reputational risk that companies decessors. They are much more comfortable are carrying,” Isabelle Allen said. Companies working in a team; they relate differently to Speaker must adapt their business structures to de- authority and challenge hierarchies. They Isabelle Allen, Partner, Global Head of Sales and liver both shareholder value and maintain the want to work for companies that have mean- Markets, KPMG International reputation of the board they are represent- ing, for companies that serve a wider audi- ing, she noted. ence than their shareholders, Isabelle Allen said. Things move fast Esthelle Metayer, President and CEO of I am interested in women Every day brings new stories of corpora- Swiss company Competia, saw big data as on« boards because new ways tions being hacked and consumer data be- being a big marketing opportunity. But too ing stolen. On cyber security, things move many board members had no experience of of thinking on boards is a so fast that systems, processes, tools and social media. Marcia de Wachter, Executive skills rapidly become redundant. Companies Director of the National Bank of Belgium, business imperative. need to recruit “very unusual people, who do said that there are too many “old, white men” » not look like you and me. You need to have on boards who “don’t have a clue of working the confidence to manage an ecosystem of with the Internet.” There was too much old This feels to me like a people who can advise and regularly update thinking that “was not applicable to the new really« scary moment for you,” she said. challenges,” she said. n boards, but also a really exciting one. You have some » enlightened« chairmen who Isabelle Allen see the need for gender and key figures generational diversity. But it n 90% of the world’s current data was created in the last two years. is still very patchy. n The amount of digitalized data in the world will rise 10-fold in the next five years. » Isabelle Allen Isabelle Allen
94 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION When globalization took hold 10 years ago, businesses selling products adapted to new diversity requirements because they realized they had to mirror what was now a global customer base. However, the service sector – including law firms and investment banks – was slow to recognize the change their customers were undergoing.
Let’s pull Lorsque la mondialisation s’est intensifiée il y a 10 ans, les entreprises commercialisant des biens ont dû s’adapter à de nouvelles exigences en matière de diversité. Elles ont now en effet compris qu’elles devaient satisfaire ce qui était alors devenu une base de clients Speaker internationale. Toutefois, le secteur des services – notamment les cabinets d’avocats et les banques d’investissement – fut lent à comprendre le changement que connaissait sa Claudette Christian, Office Managing Partner, São Paulo & Rio de Janeiro, Hogan Lovells clientèle.
Drawing on her background of over 30 years Claudette Christian outlined some steps that in the legal business, Claudette Christian de- can be taken to ensure that a company’s The world we are tailed the often painful progress of service workforce reflects its client base. « companies as they struggle to keep up with • Understand the client, their diversity re- building is not for today the new demands arising from globalization. quirements and the drivers of their busi- ness. but for 20 years from now. Reflecting diversity Embracing true diversity can make the differ- • Be proactive in the contribution you make. Women need to think about ence between winning and losing customers • Take the clients at their word. and clients. Customers expect their service • Invest in training and development – clients where they want to be in providers to reflect their own diversity and don’t hire because of gender or race, they understand their business drivers: if they do hire your professional skills. 20 years’ time. not, they lose the contract. “Paying lip-ser- • Define diversity broadly – traditional defini- » vice to the client is not enough,” she said. tions are outdated. Management consultants Accenture, for ex- • Look for support and offer it to others to It is not our nature ample, introduced a traffic light system to promote diversity in business. « identify where its service providers stood on It is important for women to overcome their to be more aggressive and diversity: green indicated all was well, yellow reticence and restraint to put these steps into assertive, but unless you push showed they were on the right track, and red practice, said Claudette Christian. “It is not meant there was a lot of work to be done. our nature to be more aggressive and asser- the envelope, you are not After two years, any providers still show- tive, but unless you push the envelope, you ing red were fired, the yellows were given a are not going to effect change. If we don’t we going to effect change. If we short time to improve, and the greens were could still be talking about this 10-15 years don’t we could still be talking rewarded. from now,” she said. n about this 10-15 years from now. We should be asking for » «help from, and offering help You can drive revenues to, other women. We are at in new« ways if you have the stage where we can make women on the board. » a difference. » Claudette Christian Claudette Christian
Claudette Christian
2014 - WOMEN’S FORUM n 95 discovery SESSION Three accomplished international businesswomen unanimously answered yes to by Hogan Lovells and KPMG the question ‘Am I worth it?,’ sharing how they overcame different challenges and inhibitions to achieve successful careers.
Trois femmes d’affaires internationales des plus accomplies ont unanimement répondu oui à la question « Est-ce j’en vaux la peine ? », avant d’expliquer de quelle manière elles sont parvenues à surmonter obstacles et inhibitions afin de mener une brillante carrière professionnelle.
Harriet Pearson shared that she was always for it, raising my hand.” Having ambition and very studious as a child, but would never drive is important but not always enough to Am I raise her hand. She carried this same style reach career goals. The support of a strong into the workplace, and it took many years partner is also key, especially when starting a worth it? before she found an organization that provid- family, a particularly difficult period for wom- ed the support and flexibility she needed to en. “Being a mother of four means I had a Moderator excel. She shared the importance of “being good companion,” she commented. Nuria Chinchilla Albiol, Professor of Managing in a company that makes an intentional effort As a right-brain person who has always People in Organizations, International Center for to find women early in their career and to help worked in left-brain organizations, Liz Ed- Work and Family, IESE Business school them,” and how that made a huge difference wards had to overcome a feeling of loneli- Speakers in her professional development. Her advice ness and of being different while trying to Liz Edwards, Director, Global Sales & Markets, for women who have difficultly advocating drive change within a company. Finding a KPMG for themselves: “Look for that support struc- sponsor and understanding the organiza- Harriet Pearson, Partner, Hogan Lovells ture in organizations you choose to affiliate tional dynamics helped her do that. She also Isabelle Schlumberger, Executive Vice-President with, and if you don’t have it, find a way to learned when to listen and observe versus Sales & Development, France Management consciously overcome it by taking inspiration when to lean in and put her hand up. With Committee, JCDecaux from others,” she said. two children and a husband who also trav- Ambition, drive and support els for work, striking a balance at home took Isabelle Schlumberger, on the other hand, time, effort and coordination. “It is amazing As a women, you have never had to ask herself whether she was how much you can actually achieve through this« need to consistently prove worth it. “It was obvious. I was always up a good family set-up,” she noted. n that you are worth it, and that is something I really « Having a balanced want to dispel. » personal life and a Liz Edwards successful business life are often synonymous with « Yes, we are worth it! having good support from When that question comes the person you’ve chosen up in our heads, we need to as a life partner. » immediately get it out.» Isabelle Schlumberger Harriet Pearson Harriet Pearson, Nuria Chinchilla Albiol, Liz Edwards, Isabelle Schlumberger
96 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Nestlé in France has implemented Women In Nestlé (WIN), an employee resource group to promote gender balance within the organization. The network was founded three by Nestlé years ago by three women working within the company. Its mission is to drive cultural change to improve gender balance within management levels and to contribute to improving Nestlé’s performance in France.
En France, une initiative baptisée « Women In Nestlé » (WIN) a vu le jour au sein de Nestlé. WIN with Il s’agit d’un groupe d’employés œuvrant ensemble dans le but de promouvoir l’égalité hommes-femmes dans l’entreprise. Créé il y a trois ans par trois employées du groupe, ce réseau a pour vocation de favoriser le changement culturel en vue d’améliorer la parité gender à tous les postes de direction tout en contribuant à optimiser les performances de Nestlé balance! dans l’hexagone. Working together to improve gender balance
Speakers Florence Frappa, Suzanne Manet Florence Frappa, Culinary Business Executive Manager, Nestlé France The network’s objectives include raising teaming up with human resources to devel- Suzanne Manet, Chocolate Business Executive awareness about the business case for gen- op initiatives, communicating to encourage Manager, Nestlé France der balance and proposing initiatives that new people to join, securing a budget for the the Executive Committee can implement to network, and celebrating success. n improve it. Membership is open to all man- agers – both men and women – as well as future managers who are ready to invest in I joined this network changing the company culture. Within this We felt it was important non-hierarchical community, members can for« others, not for me. It is « interact with, and seek advice from, manag- to give a voice to people ers in other departments. important to be able to share, WIN’s 200 members are “helping to change outside the company the way people see diversity in the compa- to tap into personal coaching ny,” Suzanne Manet said. “It is gratifying to and networking, and to help hierarchy. see that key performance indicators on gen- » der balance are improving.” The proportion Suzanne Manet others. of women in the succession plans has grown » from 39% to 50%, due in part to raised Florence Frappa awareness resulting from the network. Involving men as well as women and getting key figures senior leaders to take part from the outset are n Women hold 33% of management positions crucial, and a clear mission statement with at Nestlé France. objectives and a way to measure progress n The number of women in the succession plans has grown from 39% to 50%. are also important. Other lessons include
2014 - WOMEN’S FORUM n 97 discovery SESSION Before starting new projects, Nestlé analyzes existing initiatives and their results, and determines how they make business sense, explained Bineta Mbacke. They found that by Nestlé most successful initiatives employed mainly women. “Although we want to attract more men, women work better in our area, food production,” she said. “Women are also more prone to send their children to school once they have funds.”
Avant de lancer de nouveaux projets, Nestlé étudie les initiatives existantes ainsi que leurs How can résultats, tout en définissant de quelle façon elles influencent les activités de l’entreprise, explique Bineta Mbacke. Le groupe a ainsi découvert que la plupart des initiatives réussies étaient généralement pilotées par des femmes. « Même si nous souhaitons davantage a company attirer les hommes, les femmes sont plus adaptées à notre secteur, celui de la fabrication de produits alimentaires », a-t-elle déclaré. « Les femmes sont également plus enclines à like Nestlé envoyer leurs enfants à l’école une fois qu’elles ont réussi à trouver un financement. » empower Successful initiatives make good business extending this to women would be smart. sense There is now one integrated co-op. Launched in Ghana, MYOWBU (My Own Nestlé has little control over many of the women Business) promotes entrepreneurship among challenges faced by the women it works with, uneducated girls who sell things in city like land ownership or access to finance. “We throughout its streets to support their families. Recognizing are taking it step by step,” Bineta Mbacke an entrepreneurship opportunity, Nestlé concluded. “Sometimes we must adapt. We organized workshops to teach the girls are ready at Nestlé, but sometimes society is value chain? basic skills in safety, hygiene, bookkeeping, not.” n Speaker and management principles. They also encouraged them to start a business with Bineta Mbacke, Public Affairs Manager, The women want to Partnership, Nestlé S.A. Nestlé, selling coffee in open markets. Some girls now sell 60-80 cups a day, which can become« self-sufficient. We bring them USD 6-8 a day, whereas selling Although we want to goods like mangoes in the street brings in found that once they get « just USD 1 a day. Nestlé wins from this by attract more men, women recruiting new coffee-drinkers. training and support, they In Pakistan, the Women Livestock Extension work better in our area, food Workers (WLEW) program trains rural women perform much better than production. Women are also in animal health management, and offers the men. extensive technical follow-up. “The women » Bineta Mbacke more prone to send their want to become self-sufficient,” Bineta Mbacke said. “We found that once they get children to school once they training and support, they perform much better than the men.” To date, WLEW has have the funds. trained nearly 5,000 women dairy farmers. » In Côte d’Ivoire, where coffee and cocoa Bineta Mbacke farming are considered male domains, Nestlé
key figures made men part of the solution. “Rather n Thanks to Nestlé’s MYOWBU initiative, than imposing our ways of doing things, women in Ghana can earn US$6-8 per day we organized meetings with community selling 60-80 cups of coffee in open markets, leaders and the village men,” Bineta instead of US$1 per day selling mangoes. Mbacke explained. Admitting that women n In Pakistan, Nestlé’s Women Livestock are not included in cooperative meetings or Extension Workers (WLEW) has trained nearly decision-making, the men recognized how 5,000 women dairy farmers. much Nestlé was doing for them, and that Bineta Mbacke
98 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION The path to mentoring can be a quiet one and, once identified, it can be made up of small steps. But it can completely change your life. And anyone can do it. While attending a conference session about the different behaviors of men and women, Arielle Semin heard women speak about issues that resonated with her own frustrating Women experiences. Working in the male-dominated area of Operations, she realized that, “it was not my behavior that was different, it was that I was a woman. I was emotional. giving I would not speak up unless I knew the topic. I did not sell myself, because I was sure that my results would speak for me. Hearing that other women behaved the same way support was the moment I became a woman.” Le mentorat peut être simple ; une fois identifié, il peut se composer de petites étapes, to women mais il peut changer radicalement votre vie. Et tout le monde en est capable. En assistant à une conférence consacrée aux différents comportements des hommes et Speaker des femmes, Arielle Semin a écouté des femmes évoquer des thèmes faisant écho à Arielle Semin, Head of Research & Development, certaines de ses propres expériences les plus frustrantes. Travaillant dans le secteur très Nestlé Chocolate Centre for Excellence masculin des opérations, elle a alors pris conscience que ce n’était pas son comportement qui était différent, mais que le problème résidait plutôt dans le fait qu’elle était une femme. « J’étais émotive. Je ne prenais pas la parole sans maîtriser totalement le sujet. Je ne parvenais pas à vendre mes compétences, car j’étais convaincue que mes résultats parleraient d’eux-mêmes. Lorsque j’ai enfin entendu que d’autres femmes agissaient de la même manière, je suis devenue femme. »
It was not my behavior Seeking a mentor at Nestlé, she soon realized Now part of Nestlé’s new mentoring initiative « that she could share the answers she was SWAN (Senior Women at Nestlé), Arielle that was different, it was finding with other women. After attending the Semin has set out to “gather a group of that I was a woman. Women’s Forum three years ago, she asked ‘girls’ in the company so that we can share » herself what else she could do. Instead of our questions and challenges. If you want waiting to be nominated, she simply started to make a difference, you must move from talking to others around her, reasoning that if competition to collaboration.” If you want to make she didn’t talk about what she wanted to do, She also spends one day a week volunteering, « she wouldn’t find others doing the same thing. including an hour on Skype advising a a difference, you must As a manager, she became at ease with female entrepreneur in Nigeria. “My advice move from competition not knowing. Instead of giving answers, is so basic but it makes such a big impact. she encouraged others to find them for To flip Madeleine Albright’s quote, ‘There is to collaboration. themselves. She constantly looked for ways a special place in heaven for women helping » to coach others. She also took a break and women.’ When I spend an hour speaking did volunteer work in Africa. with Aisha, I am in heaven.” n There is a special place« in heaven for women helping women. When I spend an hour [mentoring] I am in heaven. » Arielle Semin
Arielle Semin
2014 - WOMEN’S FORUM n 99 breakout SESSION New innovators for the rule of law
Moderator Saphieh (Sue) Ashtiany, Principal, Ashtiany Associates, Chair, Equal Rights Trust, and Visiting Professor Queen Mary University of London Speakers Jennifer Robinson, Sue Ashtiany, Alejandra Ancheita Alejandra Ancheita, Founder and Executive Defending human rights in the courts tends to be passionate, dangerous and under- Director, Project on Economic, Social, and Cultural Rights appreciated work. Nearly two-thirds of the lawyers working in the field are women. Jennifer Robinson is typical of a profession in which almost nothing is typical. As a Jennifer Robinson, Director of Legal Advocacy, young Australian woman, she had not thought much about human rights until she Bertha Foundation found herself in West Papua, confronting an authoritarian Indonesian regime, while trying to defend a political prisoner. The prisoner finally escaped and was eventually granted political asylum in Britain. Jennifer Robinson went on to Oxford, her career path changed forever. Today, she runs legal advocacy at the Bertha Foundation, which supports activist lawyers defending human rights and advocating change. One of the current cases she is working on is fighting attempts to extradite WikiLeaks activist Julian Assange, to the United States.
A la barre, la défense des droits de l’Homme constitue souvent un travail aussi passionné et dangereux que sous-estimé. Près des deux tiers des avocats spécialisés dans ce domaine sont des femmes. Jennifer Robinson incarne parfaitement cette profession des plus atypiques. Jeune Australienne, elle ne s’était jamais réellement interrogée sur la question des droits de l’Homme avant de se retrouver en Papouasie occidentale et d’être confrontée au régime autoritaire indonésien, alors qu’elle tentait de défendre un prisonnier politique. Ce dernier s’est finalement évadé avant d’obtenir l’asile politique en Grande-Bretagne. Jennifer Robinson s’est ensuite installée à Oxford, où sa carrière a pris un tournant décisif. Aujourd’hui, elle offre des conseils juridiques au sein de la Bertha Foundation, qui vient en aide aux avocats engagés dans la défense des droits de l’Homme et dans la promotion du changement. Elle se bat en ce moment pour faire extrader vers les États-Unis Julian Assange, le célèbre militant du site WikiLeaks.
Two-thirds of the human rights lawyers are women, but« the leaders of most of the organizations are men. Jennifer Robinson» Jennifer Robinson
100 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks We are working to let women decide in equality with« men. » Alejandra Ancheita
Sue Ashtiany
Alejandra Ancheita’s struggle is with the legal attended Columbia University in New York. system in Mexico and the abuse of the land She eventually returned to Mexico to found rights of indigenous peoples. She is deter- and lead one of the country’s leading human mined to fight for indigenous rights using a rights organizations. legal system that is at best unpredictable. Her job is not without risk. In 2003, there She has found that making references to were 242 attacks against women who had human rights law and international conven- protested for human rights in Mexico. From tions helps to create better standards for 2010 to 2013, there were 809 attacks. The local courts. After repeated threats against police did little to stop them. In the meantime her life, Alejandra Ancheita took a break and the women standing up for human rights have become adept at avoiding violence. When the pressure is too great, there are safe houses where they can hide. “The level of stress causes health issues for many of the human rights defenders,” she says. The movement seems to be picking up speed. A recent initiative, ‘Birth of Justice,’ seeks to support human rights lawyers. “There is a clear career path if you want to go into corporate law once you graduate,” says Jennifer Robinson. “There is no clear career path if you want to become a human rights lawyer.” In spite of this, she gets requests all the time from women who want to do just that. n Alejandra Ancheita
2014 - WOMEN’S FORUM n 101 side meeting by Diverseo Decoding leadership: disruptive results with radical Martin Schoeller, Nathalie Malige Commenting on the results of a new study conducted by Diverseo and released during the implications 2014 Women’s Forum Global Meeting, Diverseo CEO Nathalie Malige explained that men and women are equally capable of being effective leaders – and they tend to be equally Speakers unaware how their leadership drivers affect their perceptions at the unconscious level. Diverseo’s research on conscious and unconscious perceptions of leadership examined Nathalie Malige, CEO, Diverseo how we perceive ourselves as leaders and how we perceive others, starting with gender. Martin Schoeller, COO, Diverseo In fact women are, on average, unconsciously self-confident, family-oriented and have a preference for being a warm leader; but the same may be said of men. Men are generally self-confident – and this should come as no surprise – but men are also family-oriented and prefer to be warm leaders. These results, according to Nathalie Malige, challenge the widely held assumption that a self-confident, career- and power-oriented leader must necessarily be male while a caring leader must necessarily be female.
Commentant les résultats d’une nouvelle étude menée par Diverseo et présentée lors du Women’s Forum Global Meeting 2014, Nathalie Malige, PDG de Diverseo, a expliqué que les hommes et les femmes sont tout aussi capables d’être des leaders efficaces - ils ont également tendance à ignorer à quel point ce qui les anime en tant que leader affecte leur perception de manière inconsciente. L’étude de Diverseo sur les perceptions conscientes et inconscientes du leadership montre comment nous nous percevons comme des leaders et comment nous percevons les autres, à commencer par les hommes et les femmes. En réalité, les femmes ont, en moyenne, confiance en elles de manière inconsciente, priorisent leur famille et préfèrent être des leaders chaleureux ; mais cela est également vrai pour les hommes. Les hommes ont généralement confiance en eux - et cela n’est pas étonnant – mais ils priorisent également leur famille et préfèrent être des leaders chaleureux. Ces résultats, selon Nathalie Malige, remettent en question l’hypothèse largement répandue selon laquelle, un leader sûr de lui, carriériste et avide de pouvoir est nécessairement un homme tandis qu’un leader bienveillant est nécessairement une femme. Women are self-confident, but we all tend to believe they« are not self confident. » Nathalie Malige Nathalie Malige
102 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Manage people not as members of« a category but as individuals. Nathalie Malige»
Nathalie Malige, Martin Schoeller Martin Schoeller, Nathalie Malige « In general there are more differences in leadership styles between individuals than between men and women. » Nathalie Malige Members of the audience participated in a Diverseo’s Leadership Decoder program had series of tests that demonstrated that they been shown to be ‘poorly aligned’ between generally associated men with leadership their conscious and unconscious decision- roles and women with “helper” roles. making. How can we fight against unconscious bias An issue for both genders in leadership positions? The speakers ex The data showed little significant difference plained how testing, using the Diverseo between genders in terms of their un Leadership Decoder, can make leaders conscious bias; however, unconscious aware of their automatic leadership drivers bias was found to be consistently high. and of how they unconsciously perceive With regard to leadership, Nathalie Malige others. n noted, 75% of business leaders who had sat key figures n $25 billion was invested in management and leadership training last year, and the amount is expected to increase by a further 10% every year. n 75% of leaders who have taken the Diverseo Leadership Decoder are unaware of their unconscious leadership drivers. n 73% of the women are self-confident, both at the conscious and unconscious levels. However, 71% of the women believe other women are not self-confident. n An unconsciously biased manager will reduce workers performance by 20% according to Diverseo.
Martin Schoeller
2014 - WOMEN’S FORUM n 103 breakout SESSION A champion for climate action
Moderator Barbara Lewis, Senior EU Energy & Environment Correspondent, Thomson Reuters Speaker Connie Hedegaard, European Commissioner for Climate Action
Barbara Lewis, Connie Hedegaard
In this Q&A session, Connie Hedegaard touched on challenges and accomplishments during her tenure as the European Commissioner for Climate Action. She cited three specific accomplishments. One was ensuring that climate change remained part of the discussion despite the economic context. Environmental efforts benefit the European economy financially through energy efficiency and reduced dependency on external There is no contradiction energy sources. The green sector was one of few to see job growth during the crisis. « Lors de cette séance de questions-réponses, Connie Hedegaard a évoqué les défis et les between Europe’s economic succès qui ont marqué son mandat de Commissaire européenne à l’Action pour le climat. challenges, social and job Elle a cité trois travaux majeurs, dont l’un a consisté à maintenir le changement climatique au cœur du débat en dépit du contexte économique. Les initiatives environnementales challenges, and climate profitent en effet sur le plan financier à l’économie européenne grâce à l’efficacité énergétique et à la réduction de la dépendance étrangère. Le secteur écologique a été l’un challenges. » des seuls à proposer davantage d’emplois pendant la crise. Constance Bommelaer
key figures n The World Bank has studied ways to phase out fossil fuel subsidies in 16 developing countries. n The EU’s 2030 Framework for Climate and Energy calls for reducing emissions to 40% below 1990 levels, increasing share of renewable energy sources by 27%, and increasing energy efficiency by30% . n For every US$1 subsidizing renewable energy sources, US$6 go to fossil fuel subsidies.
104 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Barbara Lewis Barbara Lewis, Connie Hedegaard
Second, a seven-year budget was adopted requires a global solution. She attributed the for the European Union, of which 20% must successful outcomes with China and India be spent in a way that promotes climate at the 2011 United Nations Climate Change targets. Making climate an integral part of Conference in Durban, South Africa in part the budget rather than an afterthought was to the fact that Europe spoke with one voice. an innovative approach. When asked about the influence of business Third, a new framework for climate and on climate policies, she responded that this energy for 2030 was approved by the dynamic is what makes climate change a Commission in October 2014, and was due complex challenge, since we need to meet to be approved by European leaders later the the increasing needs of increasing numbers same month. The targets of this framework of people and create growth, without are to reduce emissions to 40% below the destroying our environment. 1990 level, increase the EU’s use of renewable Participants suggested that governments energy sources by 27%, and improve energy perpetuate the climate problem through efficiency by 30%. The interest in setting fossil fuel subsidies, investments, and tax targets for 2030 is a practical one: if Europe revenues. Connie Hedegaard agreed and wants to attract investors in the energy pointed out that, globally, for every dollar sector, they need to know now where Europe subsidizing renewables, six dollars went to plans to be in 15 years. fossil fuels. She added that the World Bank When asked about working with the UN, has studied how to phase out such subsidies Connie Hedegaard replied that the UN in 16 developing countries. n is essential because a global challenge Connie Hedegaard
2014 - WOMEN’S FORUM n 105 breakout SESSION Creating the artificial intelligence program able to qualify for university entry
Moderator Ivana Jemelkova, Director, Strategic Communications, FTI Consulting Ivana Jemelkova, Noriko Arai Speaker Noriko Arai, Professor, National Institute of The Todai Robot is an artificial intelligence (AI) system that is capable of passing a Informatics competitive entrance exam to Japan’s Tokyo University. Developed by Noriko Arai, one of only 3% of Japanese engineers who are women, the Todai Robot differs from its predecessors – IBM’s Watson, for example – in the fact that it draws upon small ‘text book’ data and can understand problems put forward in natural language. While this allows it to perform at the same level as the average Japanese high school student in the exam, it still encounters problems with visual recognition: Todai Robot cannot process or recognize any illustrations.
Le robot Todai est un système d’intelligence artificielle (IA) capable de réussir un examen d’entrée extrêmement sélectif à l’Université de Tokyo. Créé par Noriko Arai, l’une des seules représentantes des 3 % d’ingénieures japonaises, le robot Todai se distingue de ses prédécesseurs – le modèle Watson d’IBM notamment – car il s’appuie sur de petites données « texte » et est en mesure de comprendre des problèmes rédigés en langage naturel. S’il obtient des résultats équivalents à ceux d’un lycéen japonais, il rencontre encore des difficultés en matière de reconnaissance visuelle : le robot Todai est en effet incapable de traiter ou de reconnaître des illustrations. « Simple literacy and calculations skills have already been replaced by machines. » Noriko Arai Noriko Arai
106 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « By learning about artificial intelligence, we are learning about ourselves and our value to society. » Ivana Jemelkova
Ivana Jemelkova Ivana Jemelkova, Noriko Arai
The future role of AI As AI evolves into something that increasingly resembles human intelligence, its potential has prompted debates about the future of certain manual and basic professions, and the need to reform current education and labor systems. “Simple literacy and calculation skills have already been replaced by machines,” said Noriko Arai. Half of white collar work will be replaced by machines by 2030, she said, raising questions about the relevance of the way children are taught in school today. However, creative and problem-solving skills would still remain within the domain of human intelligence. AI may also have a larger role in helping solve the crises related to the shortage of food and energy. “By learning about AI, we are learning about ourselves and our value to society,” said Ivana Jemelkova. n
key figures n Women make up 3% of engineers in Japan. n 50% of white collar work will be done by machines in 2030. Participants
2014 - WOMEN’S FORUM n 107 discovery SESSION The phenomenon goes by many names – the collaborative economy, the sharing economy, collaborative consumption, and others. No one is quite sure how to define by Orange this bundle of new economic forms, but there is broad consensus that it is around to stay. For Denis Guibard, three realities drive the growth in collaborative trends: the backdrop of global economic and ecological constraints; the facility of the Internet for connecting far more widely those interested in exchange; and the proclivity of younger generations, facing those constraints, to use the Net to find new forms of exchange.
Le phénomène porte de multiples noms : économie collaborative, économie solidaire, Collaborative consommation collaborative, et bien d’autres encore. Pourtant, si personne ne sait véritablement comment définir ces nouveaux modes d’échange, beaucoup s’accordent consumption: à dire qu’elles vont persister. Selon Denis Guibard, trois éléments favorisent la croissance des tendances collaboratives : les contraintes économiques et écologiques mondiales, What’s mine la simplicité offerte par Internet pour connecter les individus souhaitant échanger, et ce même à distance, et la propension des jeunes, dans ce contexte, à utiliser le Net pour is ours trouver de nouvelles formes d’échange.
Introduction Denis Guibard, Director of Sustainable Development for Products and Services, Orange Facilitator Jean-Noël Chaintreuil, Prospective Strategist and Professor Speakers Francesca Pick, OuiShare International Community Leader and OuiShare Fest Co-Chair Sarah Roy, Communications Manager for France, Belgium, Morocco and Canada, Airbnb
This new paradigm, Social Media Training in the Orange corner the« sharing economy, is not altogether new; when I was young I would have made it to the Global Meeting here in Deauville by hitchhiking. If young today, I would have come by BlaBlaCar. » Denis Guibard Denis Guibard Sarah Roy
108 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks The collaborative economy is not just a new way of buying and« selling, but a powerful movement whereby people get goods and services from each other. » Jean-Noël Chaintreuil
Jean-Noël Chaintreuil, Denis Guibard, Individual training Francesca Pick, Sarah Roy Is collaborating economically for everyone, just a different type of profit center, and not a or just for the young, the male and the different way of distributing value. As sharing geeky? Trends show more age cohorts economy actors become big business, big getting involved and more varied user business is tooling up to join the sharing profiles. Francesca Pick drew a parallel fun. The coming fiscal reality, when currently with the Internet, inaugurated by a rarefied sidestepped taxes are applied, may take community, and now ubiquitous. Women some of the shine off sharing compared with seem to be preponderant among the conventional economics. thought leaders of the sharing economy and Sharing as an economic paradigm is in represent more than half of transactions in transition. Rethinking is in order, and “it certain sectors. cannot be only the companies who do it,” says Francesca Pick. If trust is the currency The game has rules of the collaborative economy, who are the Collaborative actors respond to the bankers? n Francesca Pick regulation controversy now swirling around them by stating that sharing is not anarchy. Most agree that the game has rules, and many want to participate at the local level in renewing regulation to make sure it is relevant and useful. In addition, large sharing firms have had to move to regulate internally with so-called trust mechanisms to protect their users, buyers and sellers. The sharing economy is new, burgeoning and constantly evolving. But will it really change the game, or just the rules? Its economic models are unclear. Some who are active in collaborative consumption caution against sharing economy start-ups growing up to be Jean-Noël Chaintreuil Marie Perruchet
2014 - WOMEN’S FORUM n 109 discovery SESSION With more than 80% of car purchases in the US made or directly influenced by women, car manufacturers globally have woken up to the importance of what women want in by Renault-Nissan Alliance their cars. Renault in France began working on incorporating women’s views on car features three years ago, said Valérie Brusseau. They came up with four major design factors. What women Plus de 80 % des achats de véhicules aux États-Unis étant effectués par ou directement influencés par des femmes, les constructeurs automobiles du monde entier ont pris want conscience de l’importance des attentes des femmes concernant leur voiture. En France, Renault a commencé à travailler sur l’intégration des opinions de la gent féminine sur les Moderator différentes fonctions des véhicules il y a trois ans, explique Valérie Brusseau. Le groupe a ainsi défini quatre facteurs de conception majeurs. Nicolas Barré, Editor-in-Chief, Les Echos Speakers Valérie Brusseau, Automotive Architecture Engineering Project and Launching Vehicle Manager, Renault Asako Hoshino, Corporate Vice-President, Corporate Market Intelligence Division, Nissan Malene Rydahl, Director of Corporate Communications EAME, Hyatt Making women happy in« the showroom has a direct correlation to retaining customers and after-sales Nicolas Barré, Valérie Brusseau, Malene Rydahl, Asako Hoshino revenues. » « Women don’t want to be spoken to as a group apart, they Asako Hoshino just want the same consideration that men have had. » Malene Rydahl
Customization is very important.« Women want to be unique. Enabling that is crucial for us to increase sales. » Valérie Brusseau
Asako Hoshino Nicolas Barré
110 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Malene Rydahl Seated Amma massages at the Renault-Nissan Alliance corner « We can adapt our products according to the priorities of women in the individual market – in Brazil and Russia safety and protection are the main concerns. » Valérie Brusseau Vehicles needed to: the overhaul of 300 car dealerships in Japan, • Have practical and useful features, such as to make them more attractive to women. easily accessible luggage space and large “Women do not like being pushed by sales- glove pockets to fit handbags men,” said Asako Hoshino. If women have • Have well thought-out and robust interiors a bad experience in the showroom, they go (such as washable seat covers) elsewhere for after-sales service. • Have safety features that made the occu- The hotel industry has also been working pants feel protected and in control, such to pay more attention to the needs of fe- as a higher driving position male guests, said Malene Rydahl. “Empathy • Be easily customizable, with the interior is the key word for us,” she said. Their re- becoming an extension to the home, even search found that women first looked at the including family pictures as part of the de- cleanliness of the rooms. Traditional hotel sign perks, such as bath robes and slippers (al- With Nissan sharing the same CEO, Carlos ways in sizes that are too big) and combi- Ghosn, who supported the Women At Re- nation shower gel and shampoo were of no Valérie Brusseau nault network in this project, similar changes use to women. Addressing these and other have been made in Japan, said Asako Hoshi- issues has led to increases in guest numbers no. Change began with the four-fold increase and length of stay, and has improved loyal- in the number of women in management po- ty. “Women don’t want to be spoken to as a sitions (they now represent some 7% of the group apart, they just want the same con- total). Now the LadyFirst project initiated by sideration that men have had,” said Malene women employees at Nissan has resulted in Rydahl. n key figures n 80% of car purchases in the US are made or directly influenced by women. n 7%: the proportion of management positions at Nissan that are held by women (up from 1.5% 10 years ago) Renault and Nissan cars parked in front of the CID
2014 - WOMEN’S FORUM n 111 initiative The Rising Talents
Rising Talents meeting at Eurazeo
1st row (up): Sabrina Hersi Issa, Donata Hopfen, Leslie Serrero, Sheila Gulati, Edwin Smelt (Egon Zehnder), 2nd row: Vinciane Debaille, Samar Mezghanni, Alice Lopin, Isabelle Claus (Egon Zehnder), Armance Bordes (Eurazeo), 3rd row: Diane Binder, Alejandra Ancheita, Jackie Arango, Helen Yuanyuan Cao, Kinga Daradics, Christina M. Alfonso, 4th row: Evelyne Sevin (Egon Zehnder), Bei Guo, Katelyn Donnelly, Virginie Morgon (Eurazeo)
Katelyn Donnelly, Sabrina Hersi Issa The Rising Talents Initiative, in partnership with Egon Zehnder and Eurazeo, is a network of highly talented young women, selected each year on a range of rigorous criteria. Under the age of 40 when selected, the Rising Talents are on their way to becoming influential figures in our economies and societies. This initiative is a commitment to promote women leaders and bring the vision of rising generations to the Forum. This year 20 young women have been invited to join the Rising Talents network — which now includes more than 150 members and offers networking opportunities year- round — and to attend the 2014 Women’s Forum Global Meeting. In 2014, the initiative was partnered by IESE Business School and supported by Comité ONU Femmes France.
Kinga Daradics, Christina Lopes, Sheila Gulati L’initiative Rising Talents, en partenariat avec Egon Zehnder et Eurazeo, est un réseau de jeunes femmes talentueuses. Agées de moins de 40 ans lors de leur sélection, elles sont destinées à devenir influentes dans nos économies et nos sociétés. Cette initiative est un engagement qui vise à promouvoir des femmes leaders et apporter au Forum la vision de cette nouvelle génération. Cette année, 20 jeunes femmes ont été invitées à rejoindre le réseau des Rising Talents — qui compte désormais plus de 150 membres et offre des opportunités de rencontres tout au long de l’année — et à assister au Women’s Forum Global Meeting 2014. En 2014, l’initiative a accueilli l’IESE Business School comme partenaire et a reçu le soutien du Comité ONU Femmes France. Leslie Serrero, Christina M. Alfonso, Virginie Morgon, Vinciane Debaille
112 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks The 2014 Rising Talents • Donata Hopfen, 38, German, CEO of • Christina M. Alfonso, 32, American, BILD Group, Axel Springer SE, BILD KG Founder and CEO, Madeira Global • Christina K. Lopes, 38, Brazilian, Senior • Alejandra Ancheita, 38, Mexican, Specialist and Advisor (Latin America), Founder and Executive Director, Project Global Strategic Associates on Economic, Social, and Cultural Rights • Alice Lopin, 35, French (based in Hong • Jackie Arango, 28, Colombian, Kong), Store Leader, Apple Computer Innovation and development consultant, • Samar Mezghanni, 26, Tunisian, PenZA – Universidad EAFIT and Teacher, Writer and youth activist, Arab Thought Kinga Daradics, Virginie Morgon, Jackie Arango, Universidad EAFIT Alice Lopin Foundation and PhD Student, University • Diane Binder, 34, French, Vice-President of Cambridge International Development, Suez Leslie Serrero, 40, French, Vice- Environnement • President, Global Operational Marketing, Helen Yuanyuan Cao, 33, German, • Christian Dior Couture Senior Director, Corporate Strategy and Business Development, MCKESSON • Ana Luiza Trajano, 36, Brazilian, Owner and kitchen chef, Brasil a gosto • Kinga Daradics, 33, Romanian, Country n Chairman & CEO, MOL Romania restaurant Petroleum Products S.R.L. key figures Katelyn Donnelly, Helen Yuanyuan Cao, • Vinciane Debaille, 36, Belgian, FNRS n More than 150 members Leslie Serrero Research Associate, Université Libre de n 47 countries represented: Argentina, Bruxelles Australia, Belgium, Bosnia, Brazil, Canada, • Ruth Díaz, 39, Spanish, Director of Other China, Columbia, Croatia, Denmark, Egypt, Hardlines Amazon.es, Amazon France, Germany, Ghana, Greece, India, • Katelyn Donnelly, 28, American, Indonesia, Iraq, Ireland, Italy, Jordan, Kenya, Managing Director, Pearson Affordable Lebanon, Mexique, Netherlands, Nicaragua, Learning Fund Nigeria, Poland, Portugal, Romania, Russia, Rwanda, Saudi Arabia, Senegal, Singapore, , 39, Brazilian/Italian, • Daniela de Fiori South Africa, Spain, Sweden, Switzerland, Vice President Corporate Affairs, Walmart Taïwan, Tanzania, Thaïland, Tunisia, Turkey, Brazil UAE, UK, USA Diane Binder, Bei Guo • Sheila Gulati, 38, American, Founder and n Spanning all business sectors (Support Managing Director, Tola Capital Services, Financials, Consumer goods, • Bei Guo, 32, Chinese, Deputy General Basic Materials, Health Care, Energy, Manager & US Director, EIC Group Transports, Legal, Luxury goods, Information • Rahaf Harfoush, 30, Canadian/Syrian & Communication), as well as non-profit, (based in France), CEO & Co-founder, politics & institutions, academics, science Red Thread Inc. & technology and art & culture sectors n Around 15 networking events organized in • Sabrina Hersi Issa, 31, American/ major cities (Paris, London, Hong Kong, New Somalian (based in the USA), CEO, Be York, São Paulo, Shanghai, Beijing) Bold Media and Co-Founder, End Famine Christina M. Alfonso
1st row: Yolanda Serra, Katelyn Donnelly, Sheila Gulati, Evelyne Sevin, Alice Lopin, Leslie Serrero, Virginie Morgon, Kinga Daradics, Christina M. Alfonso, Christina Lopes, Jackie Arango, Helen Yuanyuan Cao, Sabrina Hersi Issa, Morgwn Rimel, Elena Fedyashina and a friend, Samar Mezghanni, Bei Guo, Xu Ge Fei, Joanna Spiette
2014 - WOMEN’S FORUM n 113 discovery SESSION Risk-taking can lead to learning and empowerment: this has been the experience of by Egon Zehnder, Eurazeo and IESE Business participants in the Women’s Forum’s Rising Talents program who shared personal insights and tips with the audience. The program identifies and nurtures new talent School from different sectors and regions, and is now in its eighth year.
Prendre des risques peut parfois permettre d’apprendre et de gagner en autonomie. C’est ce qu’ont découvert les participants du programme Rising Talents du Women’s Forum, qui ont eu l’occasion de partager leurs idées personnelles et leurs conseils avec le public. L’initiative, qui fête cette année son huitième anniversaire, vise à identifier et à développer de nouveaux talents issus de différents secteurs et régions.
When learning If you want to lift people up, you need to be on the top. leads to daring « » Kinga Daradics Hosts Virginie Morgon, Executive Board Member and Deputy CEO, Eurazeo Evelyne Sevin, Partner, Egon Zehnder Yolanda Serra, Director Business Development EMEA | Open programs, Executive Education, IESE Business School Moderator Mary Fitzgerald, Journalist and Analyst Speakers Kinga Daradics, County Chairman and CEO, MOL Romania Petroleum Products SRL Vinciane Debaille, FNRS Research Associate, Université Libre de Bruxelles Katelyn Donnelly, Managing Director, Pearson Affordable Learning Fund Alice Lopin, Store Leader, Apple Computers Sabrina Hersi Issa, CEO, Be Bold Media Sheila Gulati, Managing Director, Tola Capital They made books for this, Bei Guo, Deputy General Manager & US Director, « EIC Group I know how to read, I can Donata Hopfen, Managing Director BILD Group, figure this out. Axel Springer SE » Sabrina Hersi Issa « Going to school is learning about math and « I’d rather have my history, but it is also learning Vinciane Debaille money with women than about experience. key figures n There are more than 150 participants in the with anyone else. » Women’s Forum Rising Talents network, which » Vinciane Debaille has been running for the past 8 years. Sheila Gulati
114 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « Learning is about curiosity. Put yourself in an unknown situation and you learn along the way. » Katelyn Donnelly « Go boldly, take those risks, because those risks will pay off. » Mary Fitzgerald All learning comes from doing. Bei Guo « »Bei Guo
Mary Fitzgerald The Rising Talents corner
A world of risk mistrust with which women’s personal rela- Nothing is impossible if you The speakers also talked of geographical tionships can be viewed in the professional « risks. Katelyn Donnelly left her job in sphere. In her education company, she said, feel the confidence to do it. consulting to work in schools in Pakistan – a she tries hard to assure her team that they Alice Lopin» leap of faith that she said was responsible should not be afraid to sometimes risk put- for her position today. Alice Lopin spoke of ting life before work. n The program’s diversity was reflected by the a life spent moving around the globe. She speakers, who represented eight nationali- feels nervous before every move, she said, ties in total, but one factor united all the con- but every one has been beneficial. The key is tributions: the need to take risks in order to to get used to taking risks. succeed and to learn. When Kinga Daradics Sabrina Hersi Issa agreed. Every job she had began her MBA, for example, her friends ever done, she said, was uncharted territory, thought she was crazy, much as Sheila Gula- but she learned that “if you don’t know ti’s friends did when she left a lucrative man- something, you can figure it out.” Donata agement job at Microsoft. “With that money Hopfen took the same can-do attitude you can buy a whole flat,” Kinga Daradics re- when asked to move into print media after called her friends saying. “Why do you want only knowing digital. The only real risk, she to learn more?” Kinga Daradics’ response in implied, is the risk of getting left behind. the session was to quote a Chinese proverb: Relationships can be the biggest risk of all, “If you want to lift people up you need to be Bei Guo noted. Her comments, echoed by on the top.” She wanted to lift people up. Vinciane Debaille, drew attention to the Donata Hopfen
2014 - WOMEN’S FORUM n 115 plenary SESSION Inequality matters
Moderator Olivier Fleurot, CEO, MSLGROUP Speaker Christine Lagarde, Managing Director, IMF
We have to be aware that« Ebola is a global virus, and that it will be a global Christine Lagarde discussed a broad range of topics running from the global economy liability. It was caught late to Ebola, the status of women, and her own position as a top-level woman professional and will be hard to contain. and role model. But we should isolate Christine Lagarde a abordé de nombreux sujets allant de l’économie mondiale au virus Ebola, en passant par le statut des femmes. Elle a également évoqué sa propre condition the virus and not isolate de femme évoluant dans les plus hautes sphères et incarnant un véritable rôle modèle. the countries. » Christine Lagarde
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key figures n The global debt/GDP level is 100%. n The IMF has provided US$130 million worth of budgetary support to the countries most affected by Ebola. Olivier Fleurot Christine Lagarde
116 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « If [a headhunter] comes back and says, ‘I couldn’t find any [women], that’s rubbish. » My advice for a young woman: first of all she has «to understand and internalize that she is an asset for the organization and that she brings value, that she is never a liability. You have to strongly believe that. Then you can go ahead and market yourself. » I am worried that if I make a mess of this it will be held not« only against me but against women in general. You can’t let your sisters down. Christine Lagarde Christine Lagarde » The world economy a cultural reluctance to open its doors to her way through both of those largely male In what amounted to a report on the debates immigrants from other parts of the world. An worlds. First up was the issue of confidence. at the recent IMF-World Bank Annual IMF report suggested that improving labor Throughout her career, Christine Lagarde has Meeting, Christine Lagarde said that the market access for women might help, and felt the need to do extra homework to be world economy is recovering, but that growth the press picked up on it. Consequently, the on top of her brief, but research shows that projections, revised down to 3.3% for this new budget provides greater allowances most men don’t feel the same way. “I think year, are insufficient to meet challenges that for childcare and senior care, both of which this issue of confidence is one that we need include legacies from the 2008 crisis such would free up women to work more. Prime to take ownership of,” she said. as 200 million job seekers, and high levels Minister Shinzo Abe invited Christine Lagarde On the issue of quotas, she said that she of sovereign debt in countries that had to to participate in a conference on the subject, was against them “when I was young and borrow their way out of the mire. As downside with the participation of the First Lady. The full of myself” – believing that everyone risks, she pointed to: the sluggish recovery IMF head called that latter move a major should advance based solely on merit. But of the Eurozone; unfinished business on “cultural change” in a country where the PM’s now she favors at least setting goals for the reforms of the financial sector; geopolitical wife traditionally does not take an active role participation of women. risks in places like Ukraine, Iraq, Syria and in public life. As a manager of generally male-dominated Libya; and, “if that wasn’t enough,” Ebola. In some places, women face even tougher teams, she strives to require people to “deliver As countries and regions recover in uneven challenges, for example where they are without regard to gender, but sometimes fashion, we are looking at what she called “a excluded from inheritances or unable to I let the guys go out together and tell their fragmented landscape.” access finance. Christine Lagarde praised jokes, and I would go off and do something efforts in Mexico to address the issue of Closing the gender gap to get Japan going else. There needs to be space for people’s access to credit. Studies show that closing the gender gap individual characters.” can provide “a huge boost to income per The glass ceiling from the supply side At the same time, she takes seriously her capita,” said Christine Lagarde. To illustrate Closing the gender gap may require changes position as a pioneer. “I am worried that if I her point, she analyzed the case of Japan in the realms of politics and business, but make a mess of this it will be held not only – an advanced but troubled economy with much of the discussion focused on how against me but against women in general,” an aging population, a low fertility rate, and Christine Lagarde managed to navigate she said. “You can’t let your sisters down.” n They do not need robots [in Japan]. They need women. Christine Lagarde « » 2014 - WOMEN’S FORUM n 117 breakout SESSION Will ending food waste end food shortage?
Moderator Lara Birkes, Director Government Affairs and Strategic Partnerships, the World Business Council for Sustainable Development Speakers Javiera Charad, Environmental Sustainability Project Manager, Nestlé The European Parliament declared 2014 the European Year Against Food Waste. This Clementine O’Connor, Sustainable Food Systems Consultant, United Nations Environment comes none too soon as food waste is the unfortunately all-too-well-kept secret of Program’s Division of Trade, Industry and world food and hunger issues. Economics Le Parlement européen a désigné l’année 2014 année européenne de lutte contre le gaspillage alimentaire. Il était temps, car le gaspillage alimentaire est malheureusement un facteur sous-jacent des questions liées à l’alimentation et à la faim dans le monde.
Clementine O’Connor Javiera Charad
118 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Lara Birkes Javiera Charad, Clementine O’Connor
Several major initiatives are underway to document for governments, local authorities, key figures try to meet the United Nations Sustainable businesses and other organizations as they n In the European Union, an estimated 100 Development goal of halving food waste seek to prevent and reduce food waste in million tons of food are wasted annually. in the near future. The earliest to get going households and businesses. n One-third of all food produced worldwide is is the Courtauld Commitment, a voluntary Much can be done. Government policy can wasted. agreement launched in the United Kingdom create disincentives to waste and incentives n In developing areas, 40% of food is wasted in 2007 aimed at cutting food waste in food to save. French corporate tax incentives after harvest. retailing. More recently, the Food Loss and have convinced firms in food industries to cut n In the developed world, 40% of food is wasted at the retail end. Waste Protocol is a multi-stakeholder effort back significantly on waste. Food product n Although 2,830 calories per capita are to develop the global standard for measuring dating rules can be revised to exclude stable produced worldwide, 805 million people go food loss and waste – an important step in foodstuffs. Retailers can stop offering two- hungry. reducing waste globally. Partners include for-one deals, which encourage overbuying the World Business Council for Sustainable and waste. Private initiatives are needed Development, United Nations Environment also. The Tesco food retailing group in the Program (UNEP), the Food and Agriculture UK has been the first to publish statistics on Organization (FAO) and a number of private food waste in its operations as it works in companies. many ways to reduce that waste. Nestlé has “Food loss and waste can have many various extensive programs in place throughout the causes, which are often specific to a particu- food chain to cut loss and waste from farm lar country or region,” explained Clementine through processing to the consumer. O’Connor. “What was needed was a method- Although curbing food waste will not alone be ology that would help all countries get at the a sufficient response to feeding future world sources of waste.” In response to this need, populations, the amount of food currently the FAO, UNEP and partner organizations wasted would go a long way toward feeding have developed a first version of a guidance hungry people. n Javiera Charad
2014 - WOMEN’S FORUM n 119 breakout SESSION Myanmar and Cambodia: Education for work for the lost generations
Sophea Oum, Rachida Justo, Khin Sanda Win Moderator Rachida Justo, Professor of Entrepreneurship Plagued by political instability and other troubles in recent decades, Myanmar and and Social Entrepreneurship, IE Business School Cambodia both have large numbers of uneducated and untrained citizens. Two women entrepreneurs described their efforts to provide people with the necessary skills to Speakers work in their respective countries and industries. Their experiences prove that it is Khin Sanda Win, Managing Director, Sanda Hotel possible for women to be entrepreneurs in Southeast Asia, and that they can do well by & Services, Inle Lake View Resort & Spa, The Loft doing good – ensuring a reliable workforce by training people and giving them a chance Yangon, and Sanda Tour to work. The benefits extend beyond the bottom line to the society at-large. Sophea Oum, CEO, Golden Silk La population du Myanmar et du Cambodge, deux pays rongés par l’instabilité politique et nombre d’autres problématiques depuis plusieurs décennies, comprend un nombre considérable de citoyens sans instruction et sans formation. Deux dirigeantes d’entreprise ont expliqué les initiatives qu’elles ont mises en œuvre pour offrir aux individus les compétences nécessaires afin qu’ils puissent travailler dans leurs pays et The Khmer people industries respectifs. Leur expérience prouve que les femmes sont capables de devenir « entrepreneures en Asie du Sud-est tout en faisant du bien autour d’elles, c’est-à-dire en always respect the mother. formant la population et en lui offrant l’opportunité de travailler, garantissant ainsi une main-d’œuvre compétente. Ces avantages vont en effet bien au-delà du chiffre d’affaires She should show the man et bénéficient à la société dans son ensemble. the way. » Sophea Oum « We have to teach them how to switch off the lights key figures because most of them do not have electricity. n It takes 15 times longer to produce golden Khin» Sanda Win silk than conventional silk.
120 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Sophea Oum Rachida Justo Khin Sanda Win
Training for success of the business – from construction to hotel Golden Silk makes products from the management. They also teach people how People lack information, material that gives the company its name. to make furniture and curtains. “People lack « Sophea Oum told the story of how she information, technology and know-how, but technology and know-how, began 12 years ago to train people in the they have passion,” she noted. but they have passion. entire process, including breeding, spinning Khin Sanda Win also has a nickname among and weaving. Because of the turbulence that the young women and men her firm trains: Khin Sanda» Win had gripped Cambodia for so long, these sister. n traditional skills had been virtually lost. It took a decade to train some 100 women Behind every great in the entire process, and the firm began Education is different « commercial production only two years ago. « woman is a great man. Sophea Oum’s relationship with her employ- from intelligence. Rachida» Justo ees is symbolized by the nickname they have Khin» Sanda Win given her: mother. Also known as Burma, Myanmar emerged in 2010 from a period of military rule that Khin Sanda Win characterized as 50 years of isolation. She started her business two decades ago when she was in her early 20s. Partly to make up for deficiencies in the educational and vocational training systems in the country, her firm trains all comers (“we accept anyone”) in the skills necessary to work in the hospitality industry. “We start from scratch,” she said, dealing with all aspects Participants Rachida Justo, Khin Sanda Win
2014 - WOMEN’S FORUM n 121 breakout SESSION Corporate transparency: Navigating through uncertainty
Moderator Estelle Metayer, President, Competia, and Member of the Women’s Forum Program Committee Speaker Diane de Saint Victor Diane de Saint Victor, Head of Legal and A practical, as opposed to a legalistic, approach to corporate transparency was Integrity, General Counsel, Company Secretary, advocated by Diane de Saint Victor, who explained that strong value systems fostered and Member of the Group Executive Committee, throughout companies represent the key to a healthy business culture. ABB Diane de Saint Victor a prôné une approche pratique de la transparence des entreprises, par opposition à une approche légaliste. Elle a ainsi expliqué que des systèmes à forte valeur ajoutée encouragés par des entreprises dans leur ensemble constituaient la clé d’une culture d’entreprise saine.
« Transparency is having a duty to know. » « Brand yourself as a transparent leader. Diane de Saint» Victor
Diane de Saint Victor
122 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « You get more out of engaging than controlling. » « Who can possibly be for opacity? No one. » Diane de Saint Victor
Diane de Saint Victor
Forced transparency through binding mea- issue, Diane de Saint Victor said, and how sures work poorly, ABB’s Company Sec- the courts are leaning towards it too. retary said, as such measures can distract How possible it is to foster international people from the positive nature of being values of transparency was raised as a forthcoming. Furthermore, she said, trans- question from the floor. Diane de Saint Victor parency requires personal judgment that said it was simple: the value of doing good binding measures would prevent: some is shared cross-culturally. “Do you know business secrets are legitimate, particularly of anywhere where cheating is legal?” she on questions of timing. asked. Transparency was described as the respon- Some audience members were not con- sibility of everyone in a business. No com- vinced. Diane Bérard, a journalist at Les Af- pany has a “Transparency Officer,” Diane de faires, pointed to studies showing Western Saint Victor said, which makes the subject companies are ethical at home but less so a shared topic. “Take it,” she instructed the abroad. They could get away with being so audience. “You have the opportunity to live because of the absence of cross-cultural transparency at any level.” values. Estelle Metayer Knowing as well as telling It can be difficult for companies to know But transparency, she stressed, does not only what is going on at every level of their supply mean being honest about what you know, chains, Diane de Saint Victor admitted, but it is also “having a duty to know.” Leaders that does not mean that they should not work Transparent business, striving for transparency must make an effort as hard as they can to find out. The price of « to find out what is going on throughout their life may not be the same in Indian courts as it ethical business, is good company: ignorance of misdemeanors is is in US courts, she said, but companies and not an excuse. This is how society sees the individuals working within companies should business. behave as though that is not the case. n »Diane de Saint Victor
2014 - WOMEN’S FORUM n 123 side meeting by Mercer and Oliver Wyman Women at the top: Time to go faster! Moderator Pat Milligan, President and CEO, North America region, Mercer Speakers Pat Milligan, Martine Ferland, Terry Stone, Michelle Daisley Michelle Daisley, Partner, Oliver Wyman Martine Ferland, Retirement Business Leader, Women are one of the single most important levers driving economic growth in any Europac, Mercer economy. Research by Mercer on gender diversity and research by Oliver Wyman Terry Stone, Managing Partner, Health & Life on women in financial services served as a starting point for discussion on women’s Sciences, Oliver Wyman failure to progress in the same way as men in middle management and beyond, and on concrete strategies to address this issue.
Gender diversity in Les femmes représentent l’un des principaux moteurs de croissance dans toute économie. « Les recherches de l’institut Mercer sur la diversité hommes-femmes ainsi que les études the workforce is a business menées par Oliver Wyman sur les femmes travaillant au sein des services financiers ont servi de base à une discussion portant sur l’incapacité de la gent féminine à progresser priority for leadership, de la même façon que les hommes à des postes de cadre intermédiaire et supérieurs. Elles ont également permis d’aborder les stratégies concrètes susceptibles de résoudre not a problem for Human ce problème. Resources to fix. » Martine Ferland « At the current rate of hiring, promotion and retention of women in the workforce, gender equality will not be achieved over the next decades. » Martine Ferland « One of the hardest issues to overcome is unconscious bias; too often male colleagues don’t see it. We have found that sharing personal stories about how we experience working at the firm changes our colleagues’ perceptions and awareness. Terry Stone Martine Ferland » 124 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « Women are one of the single most important levers of economic growth. » Pat Milligan « Only by tackling the prevalent culture, biases and working practices will the [financial services] sector be Pat Milligan Terry Stone able to do better in the war for
Mercer’s research revealed that companies’ health and wellness issues, such as stress talent. gender and diversity approaches, which and incidence of disease, in order to address » focus heavily on programs for women, such the particular health challenges of women. as maternity and part-time work programs, The second is fostering women’s financial To attract, retain and can in fact limit women’s progression. wellbeing by increasing financial programs « promote more high-caliber These initiatives can remove women from that educate and empower women with the front line and from profit-and-loss regard to investment, retirement, education women, financial firms need roles, cause them to take a sideways step and savings. This is essential since women in their careers and be unsuccessful in make 80% of all financial decisions that to focus less on ‘fixing the providing the support they need to return involve health and retirement. to full participation and regain forward The third is talent, and the issues of women’s women’ and more on ‘fixing momentum. Women-oriented programs are pay and promotion. Companies need to beneficial only if they have active, passionate examine the criteria that are measured and the industry.’ leadership and highly targeted strategies to acted on as a basis for promotion. They need » Michelle Daisley ensure women are shepherded through the to value and embrace the key aptitudes of system and mentored. Companies need to women (team/people leadership, drivers of admit the problem exists and realize it is change, highly collaborative), and ensure also an opportunity. They need to ask tough that competency models include women’s questions, be transparent, gather data to success factors. analyze their current status with regard to The culture of an industry can either be women and what they can do to effect real an accelerator or detriment to women’s change. progression. In some organizational cultures, Mercer identified three focus areas to such as the financial services industry, it is counteract the potentially negative effects difficult to create an inclusive culture where of these programs. The first is health. women can feel that they can use their Strategies need to be tailored to women’s unique traits and characteristics to excel. n key figures n Women make 80% of all financial decisions that involve health and retirement. n Only 4% of financial services CEOs are women. n One-third of financial services Executive Committees are still entirely male. Michelle Daisley
2014 - WOMEN’S FORUM n 125 discovery SESSION Vivian Beetle and Debra Jarvis both know what it feels like to have cancer suddenly by Roche blur the line separating their personal and professional lives. Debra Jarvis had been counseling cancer patients for 30 years when she discovered she had breast cancer. Vivian Beetle had acquired vast experience in oncology working for Roche, and then one day she was diagnosed with breast cancer. Many members of the audience attended this session because they or someone close to them had experienced breast cancer.
Beyond surviving Vivian Beetle et Debra Jarvis savent toutes deux ce que l’on ressent lorsque le cancer vient brutalement effacer la frontière entre vie personnelle et vie professionnelle. Debra Jarvis Moderator conseillait des patients atteints de la maladie depuis 30 ans lorsqu’elle a découvert qu’elle Laurence Peyraut Bertier, Head of Public Affairs souffrait elle-même d’un cancer du sein. Après avoir acquis une vaste expérience en and Communications, Roche France oncologie en travaillant pour le laboratoire Roche, Vivian Beetle a elle aussi appris qu’elle souffrait d’un cancer du sein. Bon nombre des membres du public ont assisté à cette Speakers session après avoir été frappés par la maladie ou soutenu l’une de leurs proches malades. Vivian Beetle, Advisory Board Chair, UNESCO World Library of Science Project, and Consultant, World YWCA and UNICEF Switzerland, and former Talking about it: a personal decision of cancer, saying, “the more open I was, Head of Corporate Donations & Philanthropy, It is critical to respect that each person will the more comfortable others were.” Being Roche make his or her own choice about whether relaxed and matter-of-fact about cancer Debra Jarvis, Writer, Hospital Chaplain or not to talk openly about the disease, in allows others to be less afraid. A member particular at work. Although you wish you of the audience considered being open to I’ve learned that every could be forthright, explained Vivian Beetle, be part of the therapy, and said it alleviated sometimes you run a risk. A woman in the some of the fear of cancer around her. « audience who decided to be open about her woman deals with breast Feeling fortunate cancer spoke of experiencing ‘health dis- Both speakers felt very fortunate to have cancer differently, and it’s crimination’ when she was removed from key access to quality diagnostics. Waiting for client accounts. In a workplace where peo- diagnosis is difficult and creates extra stress important to respect that. ple feel safe about other issues, they can feel for patients. Debra Jarvis was working at a » safe talking openly about their cancer. Vivian cancer center when she was diagnosed, so Debra Jarvis Beetle said that like so many diversity issues, she knew all the caregivers. Vivian Beetle it depends on the message from the top. came to appreciate what she had taken Some people elect not to tell anyone – one for granted: state-of-the-art care, quality Every patient does their colleague was determined that she would information for caregivers and the range of « “not be defined by this” – yet both speakers best, and some of us get lucky. treatment options. n ultimately chose transparency. Debra Jarvis You cannot say that the others talked about her disease to fight the stigma didn’t fight the battle. » « After working for Vivian Beetle 30 years with cancer patients, I know that cancer is not « I like to say I’m a thriver about fairness, justice or and not a survivor, because taking care of yourself. I was today cancer treatments are training for a triathlon when so good that we thrive. » I was diagnosed. » Marijo Bos Debra Jarvis Debra Jarvis, Laurence Peyraut Bertier, Vivian Beetle
126 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Scientific innovation may impact patients’ lives in many ways in the not-so-distant future, yet it also gives rise to fears and difficult challenges that society must be prepared to address. To drive innovation, it is essential to break out of silos and develop Shifting collaboration between different industries – including in fields that seemingly have paradigms – the nothing to do with healthcare. A de nombreux égards, l’innovation scientifique peut influencer la vie des patients à role of innovation court terme. Toutefois, elle engendre également des craintes et des défis complexes que la société doit se préparer à relever. Afin d’encourager l’innovation, il est essentiel de in transforming sortir des sentiers battus et d’instaurer une collaboration entre les différentes industries, patients’ lives notamment dans les domaines qui n’ont a priori rien à voir avec la santé.
Moderator Healthcare will not be only between four walls in Corinne Le Goff, President, Roche France hospitals;« it will be everywhere with you. The name Speakers Cecile Doan, Chief Operating Officer, CATIA, ‘patient’ may change because people are getting more Dassault Systems and more impatient. They want to know not only about Denis Guibard, Vice-President, Sustainable Development, Products & Services, Orange care but also about discovery processes. Janet Hammond, Global Head and Senior Vice- » Cecile Doan President, Infectious Diseases Discovery and Translational Area, Roche Pharma Research & How innovation could transform patients’ lives ensure doctor-patient confidentiality and re- Early Development Here are just some of the ways innovation spect for patients’ privacy. may impact patients’ lives in the future: The healthcare field is highly regulated. Given • Surgeons could use 3D printing to have very the time it takes to register a new drug, it is Technologies we precise knowledge about tumors before easy to imagine how regulatory requirements didn’t« previously have now operating, thus greatly reducing surgery could constitute a barrier to innovation. time and hospital stays. There is a risk that public fears or the hand allow us to target how we • E-healthcare is already providing high- of regulators could slow innovation if these tech solutions for remote monitoring of issues are not addressed. n develop medicines. cardiac rhythms, and the means to set » up a woman-to-woman hotline in remote Janet Hammond areas of Africa to share information about HIV, contraception and sexually transmitted Everything is going to diseases. be« connected, for better or • In the field of epidemiology, big data may be used to map the spread of diseases. for worse. • In infectious diseases, innovation will bring » solutions to the very serious problem of It is very important to antibiotic resistance. • Innovation will mean that healthcare build« trust, which is why we diagnostics are continuous, rather than one-off snapshots at a given point in time. need to be very transparent Such exciting prospects also bring concerns over the potential risks and liabilities of inno- about the way we’re using vation, for example when confidential medical data. information is being shared. It is essential to Denis Guibard Denis Guibard, Corinne Le Goff, Cecile Doan »
2014 - WOMEN’S FORUM n 127 discovery SESSION How can companies create the right conditions for employees who are living with by Roche cancer? Roche has formed a partnership with the non-profit CANCER@WORK to develop a three-year experimental program in response to this question, which Roche, as a leader in oncology, takes very seriously.
Comment les entreprises peuvent-elles réunir des conditions adaptées à leurs employés The essential malades du cancer ? Pour tenter de répondre à cette question, le laboratoire Roche s’est associé à l’organisation à but non lucratif CANCER@WORK afin de créer un programme facilitating role expérimental d’une durée de trois ans, une initiative que l’entreprise, en tant que leader du of HR secteur de l’oncologie, prend très à cœur. Balancing empathy and business performance like this, the manager might challenge the Moderator Managers may feel torn between compassion employee’s viewpoint, asking her to look Laurence Peyraut Bertier, Head of Public Affairs for employees and their families, and at things differently, or the manager might & Communications, Roche France awareness of their responsibilities to the challenge the company. Speakers team and the need to deliver results. They Because each person’s situation and Olivier Lagrée, Principal, Organisation must ensure that the team will not suffer reaction to cancer is unique, no standard set Transformation & Talent, Deloitte Conseil because one member has cancer. of actions or rules can be applied. However, Florence Pivert, Acting HR Director, Roche Olivier Lagrée pointed out that employee based on their collective experience, the France wellbeing, company engagement and panelists discussed approaches that work: Anne-Sophie Tuszynski, Co-Founder, business performance are closely linked - Take stock of the situation in the company CANCER@WORK and influence each other in complex ways. by surveying employees (based on volun- CEOs recognize increasingly that diversity tary participation). drives business performance. A diverse - Share the results with all employees, workforce includes employees who are living managers and board members. Talking about cancer is with cancer. Companies need to prepare - Create a framework rather than a set of « the reintegration of employees who have rules. quite new in France. Three- undergone cancer treatment, in particular to - Encourage open discussion. fourths of employees say it’s decide what kind of job flexibility they can - Ask employees to imagine solutions to their offer. own expectations. n difficult just to pronounce the Florence Pivert told the story of an employee who had breast cancer and upon returning word ‘cancer.’ said she could not continue to work on the Make sure the employee » breast cancer drug Herceptin. In a situation « Anne-Sophie Tuszynski has someone to talk to in the company. If you are alone and not able discuss your « You cannot force people difficulties, one part of your to talk about their cancer heart and your brain won’t be but you can create the on the task at hand. opportunity. » » Florence Pivert Olivier Lagrée key figures n Some 70% of Roche’s business is focused Florence Pivert, Anne-Sophie Tuszynski, on cancer. Laurence Peyraut Bertier, Olivier Lagrée
128 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks PEOPLE & ATMOSHPERE
The Café
The Discovery Hall Members of the Sanofi delegation
The 10th Anniversary Women’s Forum wall The ABB delegation
Members of the Mercer & Oliver Wyman delegation The Discovery Hall
Sephora corner The Renault-Nissan Alliance delegation
2014 - WOMEN’S FORUM n 129 discovery SESSION Multiple factors contribute to creating healthcare inequalities, and the cost of drugs is by Sanofi not the most important one. “Around 95% of essential medicines are off patent,” said Robert Sebbag. “The problem is not patents but access – to patients, to innovation, to awareness,”. He emphasized the need to target awareness among both health authorities and the public, and the importance of getting access to patients who live in war-ravaged or remote areas.
De nombreux facteurs sont source d’inégalités en matière de soins de santé, et le coût des médicaments n’est pas le plus important. « Près de 95 % des médicaments indispensables Reducing sont tombés dans le domaine public », explique Robert Sebbag. « Le problème ne concerne pas les brevets, mais l’accès aux patients et à l’innovation, ainsi que la sensibilisation. » Il inequalities a ensuite souligné la nécessité de sensibiliser à la fois les autorités sanitaires et le grand public, mais également l’importance que des patients vivant dans des régions reculées ou in health ravagées par la guerre puissent accéder aux soins. for a better world
Speaker Robert Sebbag, Vice-President, Access to medicines, Sanofi
Around 95% of essential medicines« are off patent. The problem is not patents but access – to patients, to innovation, to awareness. » Robert Sebbag
Robert Sebbag
Sleeping sickness is fatal if left untreated. We have treatments.« The real problem is 30% about drugs and 70% about logistics – namely, how to reach patients in remote areas. » Robert Sebbag Robert Sebbag
130 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks To date, Ebola has caused 4,000 deaths. Each year, malaria« causes 650,000 deaths. » Robert Sebbag
Robert Sebbag Robert Sebbag The pharma industry is a mandatory partner to Health is an area bridge« the gap between north and south to address public where« governments and health needs. » Robert Sebbag companies must work Cultural issues count Although they affect people in all countries, together. Treatment is The Ebola outbreak illustrates how a mental health disorders and epilepsy are disease can emerge in the midst of poverty truly neglected diseases. In some cultures, a necessity and not a in developing countries and grow to global those affected are thought to be possessed luxury. dimensions. Ebola brings home the fact that by evil spirits. Because the disease causes cultural issues must be taken into account to fear, people with epilepsy are excluded » reduce inequalities in healthcare. In cultures from society, stigmatized and at times Virginie Boucinha where the custom when someone dies is to locked away. It is essential to make health key figures clean, touch and kiss the body, how do you authorities understand that these people n Since the Sanofi / WHO partnership was explain to people that they cannot respect have a disease, which we have the means to created in 2001 to fight neglected tropical their customs? Similarly, when healthcare treat and manage. diseases, nearly 200,000 people have received workers arrive in rural villages dressed like Half the world’s population is at risk for Sanofi products to treat sleeping sickness: cosmonauts, how do you prevent villagers dengue, which represents an extremely - Nearly 200,000 lives have been saved. from feeling afraid and even becoming heavy financial burden. With external - Sanofi has investedUS D 75 million towards eliminating sleeping sickness. violent? partners, Sanofi has been developing a - The number of new cases has dropped Global elimination of polio is within reach dengue vaccine over the last 20 years, and from about 30,000 to about 7,000 cases per today. Cultural obstacles stand in the way: in now expects to register it within a year. year. Pakistan, immunization workers have been Robert Sebbag emphasized that a holistic n Half the world’s population is at risk for killed. In Nigeria, people are being told not to approach to global health is necessary. “The dengue. vaccinate their children for religious reasons. pharma industry is a mandatory partner to n Sanofi has invested almostUS D 2 billion Ignorance remains a daunting barrier to bridge the gap between north and south to over the last 20 years to develop a dengue vaccine. access to healthcare. address public health needs,” he said. n
2014 - WOMEN’S FORUM n 131 initiative
Women in Media
Session in the Women in Media corner
Women in Media, now in its fifth year, is a joint initiative by Deloitte and the Women’s Forum for the Economy and Society, in partnership with France Médias Monde (which regroups global television channel France 24, Radio France International, and Monte Carlo Doualiya), Le Huffington Post, Marie Claire, TF1 Events, and voxfemina. This initiative contributes to strengthening women’s voices and to promoting their representation as experts and professionals in the media as a whole, whether traditional or digital.
Women in Media, qui en est à sa 5ème année d’existence, est une initiative créée par Deloitte et le Women’s Forum, en partenariat avec France Médias Monde (regroupant France 24, Radio France International et Monte Carlo Doualiya), le Huffington Post, Marie Claire, TF1 Events et voxfemina. Cette initiative contribue à renforcer la voix des femmes et mettre en valeur leur représentation en tant qu’expertes et professionnelles dans les médias en général, qu’ils soient traditionnels ou digitaux.
Radio coaching with Antoine Cormery and Eve Irvine TV coaching with Christophe Malbranche
132 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Women in Media corner
Recent studies in France and other countries media. It is a unique and lasting opportunity discussion on the shifting media landscape. show that men outnumber women on news to contribute to women’s empowerment in And another session will consider authenticity and current affairs programs four to one. One the wider world (thus amplifying their impact and legitimacy issues of public speaking in recent study, released in September 2014 in their professional environments) and to both traditional and digital media. by the Conseil Supérieur de l’Audiovisuel promote equal participation through media. The Women in Media corner will offer support (French national media Authority) points to a through intensive individual television and Women in Media’s proposals as part slight increase of women experts on general- radio coaching by teams of top reporters interest channels (from 18.9% in 2013 to of the Discovery Program from TF1 Events and Académie France 20,12% in 2014) and on the radio (from Sessions scheduled within the Discovery Médias Monde, renowned for both their 16.56% in 2013 to 17.73% in 2014). The Program will address topics such as professional experience and their teaching overall percentage of who women experts overcoming stereotypes in the media abilities. Participants will also receive a and spokespeople remains marginal. landscape, with a chance to hear from complete debrief regarding their media Moreover, the 2010 Global Media Monitoring remarkable women who have done so. A training, as well as a handbook of practical Project study of the place of women in session entitled “The new media landscape: tips on how to conduct successfully a media the news media in 108 countries noted seize, reinvent it, or die” will spark a interview. n that “Women are systematically under- represented as experts in the media. 81% of experts and 82% of spokespeople quoted by media are men. Conversely, women represent 19% of experts and 18% of spokespersons consulted on radio, television and by the written press.”
The Women in Media initiative There is a need for more female voices in our media landscape. Through intensive individual coaching workshops and a series of practical sessions, this initiative aims to give every woman the tools to analyze and raise her media profile as well as practical guidance on possible improvements to her approach to both traditional and digital Session in the Women in Media corner
2014 - WOMEN’S FORUM n 133 discovery SESSION Momentum is building towards improving women’s participation in leadership positions by Deloitte, France Médias Monde, TF1 and in national and global media, but a concerted effort to accelerate and connect various initiatives is needed to achieve permanent change. Events, Le Huffington Post, Marie Claire and voxfemina Renforcer la présence des femmes aux postes de direction et au sein des médias nationaux et mondiaux n’a jamais suscité pareil élan auparavant. Toutefois, des efforts communs sont indispensables pour accélérer et connecter les différentes initiatives afin de pérenniser ces changements.
Initiatives that offer media organizations data- The presence of women in senior manage- bases of specialists willing to talk on air, such ment positions in the media does not nec- Accelerate! as Women On Air in Ireland, have provided essarily translate into having more women the answer to male-dominated media man- in prominent positions on air, said Mary Fitz- A European agement’s excuse that there are no women gerald. “We need a sea-change, from top to experts, said Mary Fitzgerald. Acknowledg- bottom, and bottom to top.” project at the ing that media training was an important part Participant May Chidiac noted that in the in giving women experts the confidence to Lebanon, in cases where media businesses crossroads of appear on air, she added that even though are family-run enterprises, women were able the initiative was rippling through to the UK, it to inherit controlling positions. governance and needed to be a pan-European collaboration. Stereotypes regarding women as reporters Efforts to increase the number of women ex- are being debunked. “Women are reporting the media perts speaking on national media are increas- in areas that were seen as male-dominated, Speakers ing globally, said Valérie Tandeau de Marsac, such as conflict reporting,” said Mary Fitzger- Mary Fitzgerald, Journalist and analyst, and whose organization voxfemina promotes a ald, a trend that could be traced back to the Women’s Forum Rising Talents Alumnus database of women experts in France. Sim- war in Bosnia in the 1990s. There has been Cristina Gallach, Head, Public Relations, Council ilar projects are to be found in the US, such a big change too in the Arab media, with of the European Union as the Women’s Media Center’s Shesource many women now reporting from Iraq, Syria Valérie Tandeau de Marsac, President, database. “Now is the moment to accelerate and Gaza, she said. May Chidiac introduced voxfemina and co-ordinate,” she stressed. a note of caution, saying that women faced Women under-represented in management additional fears such as rape when reporting If you want to increase The SOFIA Foundation’s EU-funded project from conflict zones. n « Accelerate! is co-ordinating efforts in seven your media profile, build EU countries to increase the number of wom- en in economic, political and social leader- In Lebanon, the future your own social media ship positions, said Cristina Gallach. In the « EU in 2010, 68% of journalism graduates will see more women in platform. were women, she noted, yet only 30% of » media middle management roles are filled by journalism. Women are Mary Fitzgerald women. At senior management level this falls proving themselves more to below 20%. The imbalance in the number For reality to change, of men and women in managerial positions is and more. « a global problem, she added. » May Chidiac the minds of people have to key figures change, and the media play n 68% of journalism graduates in the EU in 2010 were women. a very important role in n 30% of media middle managers are women. n 82% of experts appearing in the media that. globally in 2010 were men (source: Global Media Monitoring Program, www. » whomakesthenews.org) Cristina Gallach, Mary Fitzgerald, Valérie Tandeau de Marsac Valérie Tandeau de Marsac
134 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Increasingly, new trends in digital media pose a major challenge. For Florence Kponou, “consumers are becoming more demanding with regard to when, where and how they obtain information.” Today, we hear a great deal about ‘data,’ but what is data? For media companies, it is about getting to know the user better in a highly competitive The New Media world. Everyone wants to be part of the game and to have media value. To achieve this, companies need to determine whether they have an effective business model, and the – seize it, reinvent right strategy with products and services and talent. it, or die Les nouvelles tendances en matière de médias numériques représentent de plus en plus un défi d’envergure. D’après Florence Kponou, « les consommateurs sont de plus en plus Speakers exigeants quant au moment, au lieu et à la façon dont ils obtiennent des informations. » Florence Kponou, Manager, Deloitte Digital Aujourd’hui, nous entendons beaucoup parler des « données », mais de quoi s’agit-il ? Pour les entreprises du secteur des médias, les données permettent de mieux connaître Anne Pican, Digital Publisher, Culture, Lifestyle l’utilisateur dans un monde extrêmement compétitif. Chacun souhaite faire partie du jeu and Entertainment, Groupe Figaro et bénéficier de la valeur ajoutée des médias. Mais pour ce faire, les entreprises doivent Lauren Provost, Social media, Traffic and Trends déterminer si elles appliquent un modèle commercial efficace et la bonne stratégie Editor, Le Huffington Post associant produits, services et talent. « As media companies « We feel that if we have good news with quality reporting we have to ensure that we and insight, people will be willing to pay for it. » are providing the right Anne Pican products. It’s not just Anne Pican noted that the newspaper only has 40,000 subscribers, but hopes to Le Figaro has changed more in the past attract more. It is also seeking to expand its about data. It’s about what five years than in the last two centuries. services, such as selling event tickets. “For Print and digital journalists now share the us, brand is important,” said Anne Pican. consumers are willing to same space. “This is important for bringing “Our objective is to offer the most relevant pay for. about change,” she said. Le Figaro also has content. The second objective is to develop » launched new sections, including Figaro TV, e-commerce subsidiaries.” Le Huffington Florence Kponou which enables journalists to obtain more Post’s income primarily comes from exposure by sharing their opinions. advertising. Several participants raised the question of quality reporting, and whether Staying on top of trends digital media are providing the insight and “It is a matter of constantly evolving, even Spotting the trends is context that readers need to help them for a young media such as us,” maintained « make more informed business decisions or becoming a very important Lauren Provost. Journalists, who now only to gain a better general understanding. The do 20% reporting in the field except for big response remained open. n part of our job. events, are expected to do both writing and » video. Le Huffington Post also has two video key figures Lauren Provost editors promoting live debates. Journalists n In 2013-14, French newspapers sold 3.7 billion copies, 3% less than in the are not only expected to post content, but to previous year. keep track of trends, exploring what people n 4 million people in France read newspapers are following today as opposed to yesterday. via apps. It remains unclear as to whether digital n Le Figaro’s website receives 10 million media are making money, and whether this visitors each month. is having an effect on content quality. For n Le Figaro sells more than 1 million theater Le Figaro, 30% of revenue comes from and concert tickets a year as part of its online product service. digital advertising. Its premium paid service Lauren Provost, Florence Kponou, Anne Pican
2014 - WOMEN’S FORUM n 135 discovery SESSION The media – management, editorial and IT – is overwhelmingly male-dominated, and the by Deloitte, France Médias Monde, TF1 way in which women are portrayed in the media is inextricably linked to the number of women working in the business. To change stereotypes, women must understand the Events, Le Huffington Post, Marie Claire culture in which they live and work – and use that knowledge to their advantage and to and voxfemina change the mindset. Young women are now coming up for jobs in digital media, and are also breaking into previously male-dominated areas such as war-zone journalism. In Muslim countries women reporters have an advantage, noted Manon Querouil-Brunel, because they can talk to women – male reporters cannot cover many stories.
Les médias – gestion, journalisme et technologie informatique – sont un secteur largement dominé par la gent masculine. La manière dont les femmes sont représentées dans les They fight médias est étroitement liée au nombre de femmes travaillant dans ce domaine. Pour parvenir à effacer ces stéréotypes, les femmes doivent comprendre la culture au sein de against stereotypes laquelle elles vivent et travaillent, mais aussi utiliser ces connaissances à leur avantage Moderator pour changer les mentalités. Les jeunes femmes cherchent aujourd’hui à décrocher des postes dans le secteur des médias numériques et investissent de surcroit des secteurs Poorna Bell, Executive Editor and Global Lifestyle Head, the Huffington Post UK autrefois dominés par les hommes tels que le journalisme en zone de conflit. Dans les pays musulmans, les femmes reporters bénéficient d’un avantage considérable, a expliqué Speakers Manon Querouil-Brunel, car elles peuvent s’adresser avec d’autres femmes, contrairement Françoise Champey-Huston, Deputy Director, à leurs confrères masculins, qui ne peuvent ainsi couvrir que très peu d’événements. English Channel, France 24 May Chidiac, Founder and CEO, May Chidiac Foundation Kristen Davis, IT Director, International NY Times Donata Hopfen, CEO, Bild Group, Axel Springer Manon Querouil-Brunel, Reporter, Marie-Claire « We need to promote the young women who work for Donata Hopfen, May Chidiac, Françoise Champey-Huston, Manon Querouil-Brunel, Kristen Davis, Poorna Bell us. We need to learn how Having women in key media roles has a dra- organization in both men and women is key matic effect. “It makes a huge difference to to helping bring women up through the orga- to listen to them. If women what we cover, how we cover it, and who nization,” said Kristen Davis. decide what we cover it makes we promote,” acknowledged Françoise Mentoring is an important tool in bringing on Champey-Huston. The voice of women as the next generation of women in the work- a huge difference globally. storytellers should be heard. “It was very im- place. Having male mentors opened their eyes » portant for me to be on air and to speak as to the problems that women faced. Although Françoise Champey-Huston a woman, not only as a journalist,” said May it is important to help the next generation of Chidiac, who despite suffering severe injuries women to progress, “the biggest challenge is in a 2005 assassination attempt, returned to to get men to support equal rights and chanc- her television anchor role in Lebanon. es for women,” said Donata Hopfen. n I have no problem Childcare problems can hinder careers. Child- playing« the dumb blonde to care is not the responsibility of the company, key figures but organizations can help by allowing flexi- n 78% of front-page articles in UK media are get a story. bility, be it working from home or having flex- written by men. Of those articles, 84% of the ible hours. Ultimately it is up to the parents people quoted or featured are men (source: » Women In Journalism UK). Manon Querouil-Brunel to organize their childcare. “Flexibility and
136 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION According to the CSA, France’s broadcasting authority, women represent only 20% of the experts on TV and 17% on the radio. The CSA is calling on TV and radio executives to make sure that at least 30% of speakers on their stations are women. “It may not Who am I sound like much, yet we are still very far off. This is unacceptable, and we need to to talk to mobilize and fight against it,” explained Françoise Laborde. Selon le CSA, l’autorité française de radiotélédiffusion, les femmes ne représentent que 20 the media? % des experts à la télévision, et seulement 17 % à la radio. Le CSA demande aux dirigeants du monde du petit écran et de la radio de veiller à ce que les femmes représentent au Moderator moins 30 % des intervenants sur leurs antennes. « Cela peut sembler peu, mais nous sommes pourtant bien loin de notre objectif. Cette réalité est tout à fait inacceptable, et Claire Deguerry, Partner Transaction Services, nous devons nous mobiliser et lutter contre cette discrimination », a expliqué Françoise Deloitte Finance, and Co-Founder, voxfemina Laborde. Speakers Brigitte Grésy, Member, Conseil supérieur de The speakers discussed some of the key appearance. “We start to be good on TV from l’égalité professionnelle entre les femmes et les differences in the ways women and men the moment we forget how we look. We need hommes approach requests for interviews. For example, to take very seriously what we want to say Françoise Laborde, Member, Conseil supérieur women have a tendency to self-censor and and learn how to be persuasive,” said Brigitte de l’audiovisuel to wait to get their bosses’ permission before Grésy. “We have to be at peace with ourselves they agree to give an interview, “something and the image we project onscreen,” agreed men never do,” noted Brigitte Grésy. She Françoise Laborde. Practice and preparation I am very lucky that I suggested that women need to be willing to are vital for successful on-air interviews. began« my career in journalism accept that they may not know everything, to Social media allows women’s voices to be not be afraid to make mistakes, and to take heard from a grassroots level. However, with some wonderful every opportunity to speak on the air. “for women to be heard in media, we need Panelists agreed that a lack of role models to focus on traditional mass media,” said women who helped and and of women executives in broadcast Françoise Laborde. n media are not helping women gain equal encouraged me, but all that representation on the air. Brigitte Grésy cited is disappearing. We are the private sector as an example of a domain where concrete objectives have allowed Stereotypes driven regressing. We must mobilize women to progress. In media as well, “targets by« traditional media do are absolutely necessary,” Brigitte Grésy said. and fight against it. not create inequalities but » Focus on the message, not your appearance Both speakers stressed the importance of reinforce them by making Françoise Laborde focusing on the message instead of on one’s them seem more natural, more legitimate. » Brigitte Grésy
key figures n 20% of experts who appear on French television are women. Of experts on the radio, 17% are women. n The CSA are calling on French TV and radio executives to make sure at least 30% of speakers on their stations are women. Françoise Laborde, Claire Deguerry, Brigitte Grésy
2014 - WOMEN’S FORUM n 137 discovery SESSION Radio can raise your media profile, but it is important to know how to do an interview by Deloitte, France Médias Monde, TF1 well. Here are ten tips to help you prepare, but also conduct an interview in a manner that presents you in the best possible light. Events, Le Huffington Post, Marie Claire and voxfemina Si la radio peut vous permettre d’accroître votre visibilité médiatique, il est essentiel de connaître les secrets d’une interview réussie. Voici dix conseils qui vous aideront non seulement à vous préparer, mais également à réaliser une interview qui vous permettra de vous montrer sous votre meilleur jour.
Ten tips for a great radio interview
Facilitators Antoine Cormery, Director Académie France Médias Monde (RFI-France 24-Monte-Carlo Doualiya) Eve Irvine, International Reporter, France 24 Antoine Cormery, Eve Irvine
Preparation 6. Look. Many stations have video. So you 1. Language. Speak in a ‘public voice’ that might end up on the TV news. Do not wear everyone can understand. noisy bracelets or knock the table with a pen. Many a politician or 2. Focus. Interviews may be short so decide Avoid anything that may distract. Doing in- « what you want to say. Stick to one main mes- terviews requires a bit of acting, so get into company director has been sage. Your goal is for people to come away mode. trapped by saying something with one clear, concise thought. 7. Logistics. Turn up on time. Get to know 3. Details. Decide the points or anecdotes your surroundings. It may take time to park, with the mike still on. you may wish to use. This can help listeners so do not arrive stressed or breathless. Relax. better grasp your message. They need to re- » The Interview late to you. Antoine Cormery 4. Visualize. Create a mental picture of what 8. Composure. Take a deep breath. Make you want to say to help listeners visualize. sure your voice is lower. Speak calmly but be 3. Numbers. Don’t overwhelm listeners with engaging. Smile. Don’t touch the microphone statistics. A good figure can speak volumes, but feel free to gesture. It gives energy to your but say ‘more than half’ rather than 56%. En- voice. It places listeners into a more sympa- If you sound friendly, sure that your figures are correct. thetic mood. Lean forward. « 4. Notes. Use bullet points, but do not read, 9. Questions: Listen to what is asked, but people will listen better. except to quote. Listeners will turn off. Think take your time. If you don’t like something, » of possible questions. You need to come then correct it politely. Maybe even end with Eve Irvine across as knowledgeable. Stay spontaneous. an upbeat joke. 5. Newsworthiness. Check the news before- 10. After the interview hand. The interviewer may ask about Ebola, Be careful that you are still not being record- border controls or the situation in Iraq. See ed. Do not say anything embarrassing you what your competitors are saying. might regret. n
138 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks special SESSION All four business leaders on the panel agreed that trust is an essential component of business operations. Organizations run on trust, or not at all. Nonetheless, all noted there is much to be done in developing trust and confidence within business In trust organizations. Developing methods for evaluating trust within companies is important, but ultimately generating and evaluating trust is not a matter of process but rather of we trust qualitative measures. Moderator Les quatre dirigeantes d’entreprise du panel se sont accordées à dire que la confiance Andrew Hill, Associate Editor and Management Editor, FT est une composante essentielle des activités d’une société. Les organisations sont soit fondées sur la confiance, soit pas du tout. Néanmoins, elles ont souligné qu’il reste Speakers beaucoup de chemin à parcourir afin de susciter la confiance au sein des entreprises. Si Clara Gaymard, CEO and President, General l’élaboration de méthodes d’évaluation de la confiance dans les sociétés est importante, Electric France instaurer et évaluer la confiance n’est pas une question de processus, mais plutôt de Anne Lauvergeon, Chairman and CEO, ALP, and mesures qualitatives. Head of the 2030 French Innovation Committee Developing trust everything right creates a fear of trying some- Morgwn Rimel, Executive Director, School for Life Increasing the role of trust in business will thing new because it might fail. The Danish Malene Rydahl, Director of Corporate require increased emphasis on key facets of educational system, by contrast, illustrates Communications EAME, Hyatt business operations: the value of building pupils’ confidence in • Businesses should practice transparency, their abilities; separate studies show that the Trust is not something openness and truthfulness. Danish are among Europe’s happiest people, « • The dialogue between levels within firms and also the most able to trust. n we ask for but something needs to be reorganized. • Dialogue can be established between op- we give. A firm cannot posing players, creating conditions of trust. ask its employees to have • Attention needs to be paid to the emotional aspects of change. trust; first it must trust its Seen this way, human beings and their emo- tions become the starting point. “We do not employees. work for corporations, we work for human be- » ings,” said Malene Rydahl. “We trust human Clara Gaymard beings.” Trust is first a matter first of trusting oneself, of having self-confidence, which in Morgwn Rimel, Malene Rydahl turn springs from self-esteem. The best kind of self-worth is not based on Trust and confidence comparing oneself to inferiors but rather on « an accurate self-assessment, faults and all. are the fuel of every Those who bring to the workplace a sense of their fallibility are ready to accept others be- organization. cause they accept themselves and recognize » Anne Lauvergeon their own – and others’ – vulnerability. The Clara Gaymard, Anne Lauvergeon key figures ‘corporate athlete’ model, based on perfor- mance only, should be de-valued. The key n When ‘trust’ was added to the list of challenges on the 2014 Conference Board factor in a trusting workplace environment, Turning one’s Challenge survey, CEOs ranked it 15th out of « where people are not held back by their fear 15 among the challenges they faced. vulnerability into a strength of falling short, is solidarity, which is both a n 59% of women managers in the French cause and an effect of trust. financial industry do not trust their firms to begins with recognizing one’s Finally, developing self-confident and trusting offer them promising careers. human beings is a matter of education. The n In Denmark, 78% of those surveyed trust own defense mechanisms. French system serves for some as an exam- their national government. The EU average is 25%. » ple of how too much emphasis on getting Morgwn Rimel 2014 - WOMEN’S FORUM n 139 special SESSION Feminism is alive and well, but how you define it depends largely on which generation you identify with. When Mazars, an audit and advisory services firm that employs 14,000 by Mazars people around the world, surveyed 2,382 women in 108 countries they found surprising generational differences. However, certain themes were universal: the readiness of Welcome to women to cooperate with other women, and the importance placed on independence the Women’s and respect. Si le féminisme ne s’est jamais si bien porté, sa définition dépend néanmoins fortement de Planet: Three la génération à laquelle nous nous identifions. Les résultats d’une enquête menée auprès de 2 382 femmes résidant dans 108 pays par Mazars, un cabinet de services d’audit et generations of de conseils employant 14 000 personnes dans le monde, ont mis en lumière d’étonnantes différences générationnelles. Certains thèmes demeurent toutefois universels, à l’instar de women on the la solidarité féminine ou encore de l’importance accordée à l’indépendance et au respect. global evolution of gender equality Moderator Muriel de Saint Sauveur, Group Diversity Director, Mazars Speakers Hissah Saad Abdullah Al-Sabah, President, Council of Arab Businesswomen Pilar Castillo, Xu Ge Fei, Hissah Saad Abdullah Al-Sabah, Nadia Mensah Acogny, Muriel de Saint Sauveur Pilar Castillo, Partner Mexico, Mazars Nadia Mensah Acogny, Co-Founder and Different viewpoints Complicated responses Managing Partner, Acosphere Ltd The survey classed women born between Most women expressed a primary wish to Xu Ge Fei, Founder, Editions Fei 1945 and 1960 as ‘Generation W.’ Those share with their partners, and after that ex- born from 1961 to 1980 were labeled ‘Gen- pressed a readiness to share in their work- eration X’ and from 1981 to 1995 ‘Generation place. Family came fourth on the list of pri- The main problem that Y.’ The responses varied depending on the orities. When women were asked to highlight « generation and geographic location. Wom- the most important qualities that they wanted women face in business is en belonging to Generation W tended to see in life, freedom and respect topped the list. access to funds. feminism in terms of a battle fought for equal Ambition was at the bottom of the list. In » rights. Generation X had expected the fight some areas, discrimination presented itself Nadia Mensah Acogny to be over and was disillusioned to find that in subtle forms. For instance, Nadia Mensah it was not. For them, feminism turned into a Acogny noted that women in Burkina Faso In Kuwait we broke the social movement. Generation Y tended to fa- currently enjoy more or less equal status on vor multiple definitions. In Europe, feminism the job market, but are held back in business barrier.« We find women in was still seen as a movement, while the US, by the difficulty in obtaining financing. That which received the highest rating for gender may change. When respondents were asked investment banking. equality, increasingly looks at feminism as a if they expected their daughters’ generation » philosophy for life. The survey indicated that to have more freedom and gender equality, Hissah Saad Abdullah Al-Sabah feminism is definitely back in fashion, but with 77% said yes. n some interesting differences from the past. At According to the law we least 79% of the women who responded said key figures « that they had freely chosen their own career, n 79% of the women polled said they had are all equal in China, but and 76% said they believed it was possible freely chosen their own career. to have both a career and a personal life, al- n 77% said they think the next generation will the way we live our lives is though 63% saw pregnancy as a career ob- experience greater gender equality. stacle. Just over half said they had already n 63% thought becoming pregnant would be not equal. an obstacle to their career. » Xu Ge Fei experienced discrimination. 140 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks special SESSION Creative industries might seem more open to women than most other sectors, but often the image is different from the reality. For example, many of the iconic names by Vitra in fashion are women: Elsa Schiaparelli, Alix Grès, and Coco Chanel. “But this gives a distorted view,” said Sylvie Ebel. The website businessoffashion.com publishes a list of the 500 most influential people in the industry. Among high-level executives, there are Women adding four times more men than women. For designers, there are twice as many men. People listed as ‘creatives’ (photographers, etc.) are predominately men. Only when you get value to the to models, media and ‘catalysts’ do women outnumber men. And this is a realm where a huge majority of customers, fashion-school students, and industry employees are creativity chain women. Facilitator Si les industries créatives peuvent sembler plus ouvertes aux femmes que d’autres Isabelle de Ponfilly, Managing Director, Vitra secteurs, cette image est bien souvent loin de la réalité. Par exemple, bon nombre des France, President of the Board, Ecole Nationale Supérieure des Arts Décoratif, and President of noms emblématiques de l’univers de la mode font référence à des femmes, à l’instar the Board, ISTEC d’Elsa Schiaparelli, d’Alix Grès ou encore de Coco Chanel. « Il s’agit toutefois d’une vision déformée de la réalité », explique Sylvie Ebel. Le site Internet businessoffashion. Speakers com publie une liste des 500 personnes les plus influentes de l’industrie. Parmi les hauts Odile Decq, Principal, Studio Odile DECQ dirigeants, on compte quatre fois plus d’hommes que de femmes. Chez les créateurs, les architectes urbanistes, and Founder and hommes sont deux fois plus nombreux que les femmes. Les individus classés dans la President, Confluence Institute for Innovation and catégorie « créatifs » (photographes, etc.) sont majoritairement des hommes. Ce n’est que Creative Strategies in Architecture dans les catégories spécifiques aux mannequins, aux médias et aux « catalyseurs » que Sylvie Ebel, Executive Director, Institut Français les femmes sont mieux représentées que les hommes. En effet, une grande majorité des de la Mode clients, des étudiants en écoles de mode et des employés de l’industrie appartiennent à Karine Guldemann, Director, Elle Foundation la gent féminine. I want [my students] not« only to be architects but to use their degrees in architecture to be designers and other things. » Isabelle de Ponfilly Karine Guldemann Odile Decq Sylvie Ebel Odile Decq
Architecture: Good girls don’t Like many fellow women architects, Odile key figures Odile Decq told the story of her decision to Decq tends to work from the inside out. “I start n Women account for 65% of the sales made study architecture. Her father said it was not from the way you experience the space from by the fashion industry. a woman’s job. He introduced her to a friend the inside, from the way you use it, and not n In fashion schools, young women make up who was an architect. The friend said that “it with the external form and shape,” she said. 70% of the student body. might be good for girls to go into architecture “The form is a consequence.” Men will often n In the fashion industry, 70% of employees because they are more pragmatic and would start with a more spectacular external design. are women. be good at designing kitchens,” she recalled. n More than 50% architecture students in Afghanistan: School days western countries are women. Today in western countries more than half Karine Guldemann talked about the work n Women account for about 40% of students of the students in architecture schools are of Afghanistan Libre, a non-governmental who graduate from architecture schools in women but they account for only 40% of organization that strives to ensure that more western countries. graduates and 26% of those who earn their girls attend school in that country. To further n Women account for less than 26% of people licenses. Odile Decq has established her that effort, the group publishes a magazine who get their architecture licenses in western own school in Lyon, France, where more that focuses on fashion, poetry, health and countries. than 50% of the students are women. education. n
2014 - WOMEN’S FORUM n 141 breakout SESSION A world free from female genital cutting
Moderator Nina Gardner, Founder and Director, Strategy International, Adjunct Professor Johns Hopkins, SAIS, and Member of the Women’s Forum Program Committee Speakers Julia Lalla-Maharajh, Founder and CEO, Orchid Project Naana Otoo-Oyortey, Executive Director, Julia Lalla-Maharajh, Nina Gardner, Naana Otoo-Oyortey Forward The scale and impact of female genital mutilation or cutting (FGM/C), the forced partial or full removal of a girl’s genitals, remains massive even if significant progress has been made to halt it. At least three million girls, most under the age of five, are still being cut every year. The injury is often sewn back only to be re-opened for sexual We can make the intercourse or childbirth, leaving women in pain with severe psychological impact. “It « is happening both at home and in diaspora communities around the world,” said Julia case with the private Lalla-Maharajh. sector by talking in their L’ampleur et l’impact de l’excision, ou mutilation génitale féminine (E/MGF), c’est-à-dire terms, particularly given l’ablation forcée, partielle ou totale, des organes génitaux d’une jeune fille, demeurent considérables en dépit des immenses progrès réalisés pour éradiquer ce fléau. Pas moins the role of women in de trois millions de petites filles, le plus souvent âgées de moins de cinq ans, sont encore excisées chaque année. La plaie est souvent recousue dans l’unique but d’être rouverte Africa. Business needs pour permettre des rapports sexuels ou un accouchement, une source de souffrance physique engendrant de graves conséquences psychologiques pour les femmes. « Cette to invest in FGC, but we pratique a lieu à la fois au domicile des jeunes filles et dans des communautés d’émigrés du monde entier, » a expliqué Julia Lalla-Maharajh. have to make it easier for companies to engage by ‘doing the right thing’. « There is nothing in the Koran to justify female » genital mutilation, which even Imams have recognized. Julia Lalla-Maharajh So there is no religious justification. » Emma Bonino
142 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « The missing link for dealing with this problem is the grassroots. » Naana Otoo-Oyortey
Naana Otoo-Oyortey Julia Lalla-Maharajh Not every tradition With Nina Gardner emphasizing the need Lalla-Maharajh, it is also a matter of dealing « for greater public awareness, it is only over with partner groups at the grassroots level, is good, so we don’t have the past decade that momentum has been governments and the private sector. “We gained, partly the result of efforts by former believe that there is hope and opportunity, to go back to our roots for Italian Minister of Foreign Affairs Emma but we have to focus the world’s eyes on this a better society. I want to Bonino. “Women in Africa realized that we issue,” she said. “The real revelation is the had to take action to ensure that health impact of social norms, such as the brother- see leaves and flowers, not professionals have an understanding of what in-law pressuring a mother to send her girls is happening, including in Europe,” said to be cut, but we can change this.” According roots. Naana Otoo-Oyortey. to UNICEF, 80% of communities say that » they are prepared to stop the practice. Carrot-and-stick Emma Bonino Ghana used to suffer from a 30% prevalence, Organizations such as Forward and the but today the rate is only 4%, primarily Orchid Project are pushing both media because the government has outlawed and politicians to stimulate discussion. “It female genital mutilation and cutting. Naana is important to link this to maternal health, Otoo-Oyortey noted the importance of using but the problem is that it is different from “a combination of the carrot and the stick, one country to another. One size does not plus political and social pressure.” n fit all,” said Naana Otoo-Oyortey. For Julia
key figures n 3 million girls are at risk every year. n 125 million women and girls currently living worldwide under the impact. n 98% of women and girls in Somalia are affected by female genital mutilation or cutting. n 19 African countries have laws in place, but are not necessarily implementing them. n The UK’s Department for International Development has invested GBP 35 million for over the next five years to deal with the problem.
Nina Gardner
2014 - WOMEN’S FORUM n 143 breakout SESSION Leveraging the power of markets to achieve philanthropic goals
Moderator Janet Voûte, Global Head of Public Affairs, Nestlé SA
Speaker Janet Voûte, Shari Berenbach Shari Berenbach, President and CEO, US African Development Foundation How can social enterprises use market-based models to make a social impact? Shari Berenbach, an early pioneer in micro-lending and the development of financial products to fund social initiatives, explained that the lines between public and private have blurred substantially. Today, an exciting “mash-up” blends practices from both sides, as well as new models including crowd-funding and benefit corporations. Corporations like Nestlé are paying attention to this shift. Janet Voûte pointed out that Shari Berenbach’s work has directly impacted how companies now oversee their investments, focusing on social impact initiatives as well as accountability for them. Janet Voûte added that today’s managers must speak both “languages”: corporate and non-profit.
Comment des entreprises sociales peuvent-elles exploiter des modèles basés sur le marché afin de créer un impact social ? Shari Berenbach, pionnière de la première heure du micro-crédit et du développement de produits financiers destinés à soutenir des initiatives sociales, a expliqué que la frontière entre la sphère publique et la sphère privée s’était nettement estompée. Aujourd’hui, un passionnant « mélange » allie des pratiques originaires de ces deux secteurs, ainsi que de nouveaux modèles, dont le crowd-funding et les entreprises d’intérêt pour la société. Des groupes tels que Nestlé accordent une grande attention à cette évolution. Janet Voûte a expliqué que les travaux de Shari Berenbach influençaient directement la façon dont les entreprises envisagent aujourd’hui leurs investissements, en se concentrant à la fois sur des initiatives à fort impact social et sur leur responsabilité. Elle a ajouté que les dirigeants d’aujourd’hui se doivent de parler les deux « langues » : le langage d’entreprise et le langage social. Shari Berenbach
144 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « The poor are not passive beneficiaries but active actors, and if you provide them with the resources they can move themselves out of poverty. » Shari Berenbach
Shari Berenbach Janet Voûte
For-profit and social our society does not recognize that we can To ensure a healthy evolution, Shari be simultaneously for-profit and social, we Today’s managers must Berenbach explained that the system needs know we can.” « to be revamped to accommodate these Shari Berenbach cautioned members of speak both ‘languages’: changes, which are happening faster than audience, many of whom were from the the legal framework in which they operate. private sector, that the public sector has an corporate and non-profit. Members of the audience agreed, sharing important role to play. “Not everything can » their frustrations with how the laws in their be supported by sustainable enterprises or Janet Voûte respective countries stymied many social can be self-sustaining (like health services impact initiatives because they do not take and daycare),” noted Shari Berenbach. “This into account how the non-profit and profit is where the public sector can and should models are no longer distinct. As one Swiss play a role. It takes all of us working together lawyer from the audience noted, “Even if to make this impact.” n « Not everything can be supported by sustainable enterprises or can be self-sustaining. This is where the public sector can and should play a role. It takes all of us working together to make this impact. » Shari Berenbach key figures n Micro-finance is now aUS$70 billion industry that is serving 100 million people. n The USADF has a US$30 million budget. It operates in 20 countries, mainly in sub-Saharan Africa, and offers grants of up to US$300,000. The grants are generally given to an entire community or an enterprise that will benefit from them. Janet Voûte
2014 - WOMEN’S FORUM n 145 breakout SESSION Sweat, labor, discrimination, dispossession and violence: How companies can respect human rights where others don’t Most large global businesses support human rights and believe they fully integrate the Moderator respect of human rights into their day-to-day operations. But how do they know where Maria Livanos Cattaui, former Secretary they really stand? While they have many different metrics to measure their business General, International Chamber of Commerce, performance, there is no system to monitor and measure respect for human rights in and Member of the Women’s Forum Program their activities and across their supply chains. Committee Speaker La plupart des grandes multinationales s’engagent en faveur des droits de l’homme et sont convaincues de les respecter pleinement dans leurs activités quotidiennes. Mais comment Caroline Rees, President, Shift peuvent-elles savoir où elles se situent véritablement ? Si de nombreux indicateurs différents sont à la disposition des entreprises pour mesurer leurs performances, il n’existe aucun système permettant de surveiller et d’évaluer le respect des droits de l’homme dans le cadre de leurs activités et dans l’ensemble de leurs chaînes d’approvisionnement.
« Environmental reporting is vastly further along than human rights reporting. » Caroline Rees
Maria Livanos Cattaui, Caroline Rees
146 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « When we talk about human rights abuses, we always think about risk to people, but there is also a very real risk to businesses. » « We’ve got to bring the gender lens to evaluations of human rights risks. It’s no good to treat land and water as just technical issues – they have human rights faces to them and we have to bring that lens on top. » Caroline Rees Caroline Rees
Caroline Rees explained that the UN Guiding • Disruption to operations (strikes) Principles on Business and Human Rights • Wasting staff time and motivation for crisis developed by John Ruggie provide a standard management of conduct for companies based on being When new leadership arrives, or when CEOs aware of the risks to human rights associated are concerned about their legacy, they will with a company’s activities and its suppliers’ often begin to pay attention to human rights. conduct. Tracking supplier-related risk is very Also, B-to-B pressure is very powerful – for in- important and very complex. It may require stance, utility companies, which come under years to delve into three or four layers of consumer pressure, can exert influence on suppliers’ practices. coalmining companies, which are not subject What drives changes? to direct consumer pressure. Buyers should When the Rana Plaza building collapsed receive human rights training, and manage- in Bangladesh in April 2013, over 1,100 ment should convey a strong message from garment workers were killed and thousands the top that procurement practices must be more injured. Does it take such a tragedy for examined. businesses to change? Caroline Rees said In some industries, investors may drive com- that while no “best method” exists, there panies to ensure respect for human rights, es- are effective disincentives because potential pecially in light of the potential cost of “getting violations represent a clear risk to business – it wrong” or of any risk that may cause a com- for instance, companies risk: pany to lose value, such as conflict with com- • Harm to reputation munities. Last but not least, long-term predict- • Loss of business continuity ability should represent a major incentive for • Loss of business opportunity all businesses to change their practices. n Maria Livanos Cattaui
2014 - WOMEN’S FORUM n 147 breakout SESSION Thriving during industry disruption
Moderator Sophie Lambin, Co-Founder and Managing Director, Kite Global Advisors Speakers Carey Kolaja, Vice-President, Global Product Solutions, PayPal Aymar de Lencquesaing, EMEA President, Lenovo Sophie Lambin, Aymar de Lencquesaing, Carey Kolaja
How can a company survive and keep growing when confronting accelerated market disruption? The giant electronics firm Lenovo was formed less than ten years ago when IBM sold its laptop business to a Chinese company named Legend. IBM was No matter what convinced that the laptop computer had become a commodity and would be subject to « thinner profit margins as the business progressed. Lenovo’s response was to put the business you are in, there conventional markets on the back burner and focus instead on developing countries is always someone smarter, that were just beginning to computerize. Comment une entreprise peut-elle survivre et poursuivre sa croissance lorsque le marché who will come up with a est rapidement perturbé ? Le géant du secteur électronique Lenovo est né il y a moins de dix ans, lorsqu’IBM a vendu son activité dédiée aux ordinateurs portables à Legend, new model. une entreprise chinoise. IBM était alors convaincue que l’ordinateur portable était devenu » un produit de grande consommation qui ne permettrait de dégager que des marges Aymar de Lencquesaing bénéficiaires plus faibles à mesure que l’activité continuerait de progresser. Lenovo a pour sa part choisi de mettre les marchés traditionnels au second plan pour se concentrer davantage sur les pays en développement, qui s’ouvraient tout juste à l’informatique.
148 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks « You need to have conviction on strategy. Far too often, particularly when you are a disruptor, people are coming at you from left and right. You have the big players with a lot of capital and you have the smaller players. So conviction to your strategy counts. The distraction is Sophie Lambin Aymar de Lencquesaing unbelievable. » Carey Kolaja
Evolving markets • Avoid distraction and maintain focus. When it was called Legend, the company • Develop a corporate culture based on had revenues of around USD 3 billion. commitment. At Lenovo, culture drives Today Lenovo’s sales are around US$50 execution. Managers are expected to billion. Faced with rapid growth in a wide deliver on their strategic decisions, and range of markets, Lenovo evolved from a not to deviate or make excuses. Chinese company to a multinational one. • Practice humility and challenge yourself. If At least seven nationalities are represented you don’t, someone else will. among the dozen members of the executive • Think in terms of partnership. No one has committee for its Europe, Middle East all the answers. PayPal builds strategic and Africa division. Like Lenovo, PayPal partnerships that give it access to also faces a fast-evolving market with knowledge about customers and the most competition expected from Apple’s Apple effective approach in specific geographic Pay and Alibaba’s AliPay. Both companies areas. recommend similar strategies for dealing Everyone agrees that innovation is important with the new competition: but that it requires investment in time, money • Develop a clear, easy-to-understand strat- and people. Most importantly, a company egy and then get everyone to commit to needs to give its executives the space it. In Lenovo’s case, the strategy could and time to think beyond today and to be be summed up as “protect and attack.” prepared for what will happen next. n Protect the core business and attack the competition. Everything else is built around that.
Carey Kolaja
2014 - WOMEN’S FORUM n 149 discovery SESSION A lack of communication around careers in Science, Technology, Engineering and by Baxter and ExxonMobil Mathematics (STEM), and the lack of opportunities to progress in these careers, are the main obstacles to attracting more women to these fields.
L’absence de communication autour des possibilités de carrière dans les secteurs des sciences, de la technologie, de l’ingénierie et des mathématiques (STEM) ainsi que le manque d’opportunités d’évolution professionnelle découragent les femmes de se tourner vers ces domaines.
Engineering is often wrongly perceived as der to attract women to these careers, and Attracting a career centered on tools, machines, hard to overcome the obstacles presented, the hats and gloves. “What I use as an engineer following actions could be taken: women: is my brain,” said Carole Gall. “An engineer is • Women in STEM careers should talk a person who thinks, creates and innovates.” more about their profession to family and The stereotype Unlike engineering, the health and medi- friends. cal professions do not have a problem with • Academics need to encourage students in problem perception: women make up 47% of French their chosen career path. doctors. The obstacle lies in the opportuni- • Employers should focus on improving gen- Moderator ties to progress in their careers and/or take der parity during recruitment. Sarah Howell, Regional Communications Advisor, a leading role in their profession. This may Public & Government Affairs, ExxonMobil • The media should do a better job of show- be due to the historical and cultural domina- casing role models and achievements in Speakers tion of medicine by men, or to women mak- STEM professions, particularly those by Carole Gall, Asset Manager, Production, ing choices favoring financial benefits – for women. ExxonMobil example, by pursuing clinical practice rather Beyond this, women also need to rely on Michèle Verschoore, Medical Director, L’Oréal than research. their creativity and not be afraid to take risks, Research & Innovation Overcoming the obstacles even if it results in failure. “Daring to fail is Attracting women to careers in STEM is nec- very important,” said Michèle Verschoore. essary because the consequences of pop- Finally, the balance between career and fam- ulation growth, such as the need for energy ily is often brought up as an issue for wom- It’s not a problem efficiency and industrial development, will en pursuing careers in STEM. While it is not « mean that the world needs more engineers. easy, it is possible, for example, with the help of perception, but about Some 86% of American engineering jobs are of adapted social healthcare models. “You driving a career. currently taken by men, which highlights the can be a great engineer and a great parent at » need for more women in engineering. In or- the same time,” said Carole Gall. n Daring to fail is very My job is to essentially combine math and science «important. » and« try to find solutions to problems. Michèle Verschoore » Carole Gall key figures n Women make up 47% of doctors in health and medicine in France. You can be a great n Women make up 35% of healthcare professionals in the French public sector, but engineer« and a great parent only 15-20% in the private sector. n 86% of American engineering jobs are taken at the same time. by men. n Women represent less than 25% of » researchers the health sector in France. Carole Gall Carole Gall, Sarah Howell
150 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION “We are at the beginning of a very interesting new phase in the workplace,” said Eleanor Tabi Haller-Jorden. Careers used to be seen as a “steady monolithic path,” but this “leaky pipeline metaphor” evolved in the late 1980s to become a “life-cycle metaphor,” she explained. In this life-cycle approach, companies must be much more attentive to Women in the different dynamics of employees’ needs and desires. Science: « Nous assistons aux prémices d’une nouvelle ère professionnelle qui s’annonce A lifecycle passionnante », a déclaré Eleanor Tabi Haller-Jorden. Par le passé, les carrières étaient considérées comme un « parcours stable et constant », mais cette « métaphore du tuyau approach percé » est devenue à la fin des années 80 une « métaphore du cycle de vie », poursuit-elle. Dans cette approche, les entreprises doivent se montrer plus attentives aux différentes to career tendances en matière de besoins et de souhaits de leurs employés. management « We are at the beginning of a very interesting new phase Speaker of the workplace. I don’t think anyone has the formula but at Eleanor Tabi Haller-Jorden, President and CEO, The Paradigm Forum GmbH least we are asking the right questions (…) so I am a chronic optimist. » Eleanor Tabi Haller-Jorden Companies are trying to« innovate in the area Revisiting recruitment processes practice, one that underlines the longer-term Many companies have realized that changes view adopted by many companies, is the of talent management to in the workplace have not kept pace with development of reverse-mentoring programs changes in the workforce. This fundamental between senior executives and employees. address not only diversity tension is creating concern for companies Eleanor Tabi Haller-Jorden explained that as they try to stay ahead of demographic these regular exchanges not only allow in the workforce but also curves, Eleanor Tabi Haller-Jorden said. strong bonds to be built within companies, to ensure that the value Companies have realized they need to adopt but also bring improved understanding of the a more holistic approach to management by different dilemmas faced by others. n proposition of employment taking into consideration elements that used to be out of the corporate scope. They are is equally shared across now trying to innovate in the area of talent management – not only to address diversity generations. in the workforce, but also to ensure that the » value proposition of employment is equally Eleanor Tabi Haller-Jorden shared across generations. Eleanor Tabi Haller-Jorden discussed examples of companies’ initiatives to become more ‘agile workplaces,’ noting that there is a “growing appetite to experiment.” For instance, some companies are revisiting how to recruit talent by changing their recruitment processes and by putting forward their value proposition to the candidate. Another growing Eleanor Tabi Haller-Jorden
2014 - WOMEN’S FORUM n 151 discovery SESSION Industrial companies are having difficulty both in recruiting women and in retaining by Baxter and ExxonMobil them. “This challenge of retention is not only about how to retain females but also how to retain males. Therefore we should look at this question as how do we retain talents,” said Tanja Vainio. There is a need to look for non-gender solutions, she added, in order to maximize their effect and acceptability.
Si les entreprises industrielles rencontrent des difficultés à recruter des femmes, elles ont également du mal à les retenir. « Le défi que représente la fidélisation concerne tout autant les femmes que leurs homologues masculins. Nous devons donc étudier cette question et mettre au point une méthode permettant de conserver nos talents », a déclaré Tanja Vainio, Retaining avant d’ajouter qu’il est indispensable de rechercher des solutions applicables à tous les women: employés afin d’en optimiser les effets et d’en garantir l’acceptation. Should I stay or should I go?
Moderator Radhika Muthukumaran, IMA Region Lead, Diversity and Inclusion, ABB Speakers Corinne Jouanny, Managing Director and Co-founder of Altran Pr[i]me, Altran Antonella Sopranzetti, Public and Government Relation Manager, ExxonMobil Tanja Vainio, Country Manager, Hungary, ABB Antonella Sopranzetti, Corinne Jouanny, Tanja Vainio, Radhika Muthukumaran
Don’t give up at the beginning (…) Have passion, We have to be brave« because you have to take tough decisions. turn« generations » into an advantage Antonella Sopranzetti Companies also face a generational issue, While policies addressing women must be for companies. with the new generation showing more con- deepened and expanded, “it is really import- » fidence, less attachment to their company ant to engage men in that discussion,” noted Corinne Jouanny and the clear desire to find a meaning in their Antonella Sopranzetti. Careers management career. Companies must address these dif- is everyone’s issue. ferent challenges in order to attract and re- The speakers shared their experiences and tain the best talents. Two key policies which described how they managed to combine Give your bosses contribute to reaching this goal are ‘flexibility a successful professional and personal life. a« chance to give you in time’ and ‘flexibility in career path’, ex- All pointed out that confidence remained a plained Corinne Jouanny. Flexibility in career glass ceiling for women. Women still show a a chance. path implies offering employees opportuni- lack of self-esteem and do not feel confident » ties to take new positions in the company talking to their managers about their needs Tanja Vainio and to have a real say in their career track. and expectations. n
152 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Coming from two very different realities – Austria and Angola – the speakers shared complementary perspectives on promoting the health and wellbeing of the employees of multinational companies.
A catalyst Originaires d’environnements radicalement opposés – l’Autriche et l’Angola – les for health and intervenantes ont partagé leurs points de vue complémentaires concernant la promotion wellbeing de la santé et du bien-être des employés de multinationales. I feel privileged to be able to help my country and improve Moderator « Eleanor Tabi Haller-Jorden, President and CEO, the health of communities through my company. The Paradigm Forum GmbH » Ana Margarida Setas-Ferreira Speakers Christine Schmatz, Vice-President, Global Ana Margarida Setas-Ferreira is a physician and trained HR managers on the importance BioScience Manufacturing, Baxter Healthcare working for a large oil company, where her of inclusion and diversity. Ana Margarida Setas-Ferreira, Regional Africa role is to protect the health and wellbeing of Culturally anchored Advisor for Community and Public Health, employees and contractors. She promotes The meaning of health and wellness is ExxonMobil dialogue with the communities where culturally anchored. Baxter queried employees ExxonMobil operates, engaging with local about how the company could help them authorities to help them address public health It is vitally important concerns. Her company takes a multifaceted strike a balance between their private and approach that includes organizing initiatives professional lives; young talent was leaving to« look at the notion of to combat malaria and providing information and Baxter wanted to find out why. It turned to employees’ families on a wide range of out that small measures could greatly facilitate health and wellbeing not health topics. It offers a medical benefit plan employees’ day-to-day lives. The company for employees and dependents. Feedback built a kindergarten. Despite initial skepticism, simply through the lens from employees indicates that the focus on the project was a resounding success. Baxter of employees, but also the health and safety clearly helps retain talented also set up fitness and nutrition initiatives for individuals. employees who travel often. markets in which we are One of the ways Baxter has attracted and The speakers agreed that mobility in a retained scientific talent has been to create global world is only natural, especially investing. business resource groups that take into when a company’s operations span several » account cultural differences, biases and continents. They emphasized the importance Eleanor Tabi Haller-Jorden behaviors. The goal of the resource groups of promoting global mobility while engaging is to promote mutual understanding and people locally (including local government) unleash the full potential of each individual. and making this local component part of Don’t think you know The company has focused on women’s issues business success. n what« people want. Talk to your people and pay attention to what they have to tell you. You may be surprised how much they want to contribute. » Christine Schmatz Eleanor Tabi Haller-Jorden, Christine Schmatz, Ana Margarida Setas-Ferreira 2014 - WOMEN’S FORUM n 153 discovery SESSION Research shows that empowering women and girls is key to solving the world’s greatest problems from poverty to climate change, yet only 7% of philanthropic grant monies by The Coca-Cola Company, Oak Foundation address women and girls specifically. Leaders of Women Moving Millions presented and Women Moving Millions findings from their recent report and discussed how they are harnessing the growing power and potential of women’s philanthropy through ALL IN FOR HER.
Des recherches révèlent que l’autonomisation des femmes et des jeunes filles est essentielle pour résoudre les principales problématiques mondiales, à l’instar de la pauvreté ou du changement climatique. Toutefois, 7 % seulement des fonds caritatifs sont destinés spécifiquement aux femmes et aux jeunes filles. Les dirigeantes de la fondation Women Moving Millions ont présenté les résultats de leur récent rapport et ont expliqué de quelle manière elles tirent parti du pouvoir et du potentiel croissants de ces fonds grâce à l’initiative ALL IN FOR HER. All in For Her: North American women today have the • Make a commitment. A call to action capacity to give an estimated $230 billion To date, 210 people worldwide have joined annually, according to a new report by ALL IN FOR HER by making individual gifts Women Moving Millions. By 2026, it is of US$1 million to organizations or programs Moderator estimated that women globally will have the specifically for women and girls. Beyond Lisa Witter, CEO and Chief Optimist, Witter capacity to donate $1 trillion per year. ALL IN financial donations, members are also Ventures FOR HER aims to catalyze more resources encouraged to tap into the generosity of their Speakers for women and girls, asking donors to do the connections by asking men and women they Jessica Houssian, Women Moving Millions following: know to contribute. Furthermore, “women • Give big. Big change requires big Ann Olivarius, Women Moving Millions need to be public about their gifts,” said Ann resources. Olivarius. If they are, others may feel inspired • Be bold. Beyond financial resources, to give generously as well. invest time, activate personal networks Participants took an ‘ALL IN FOR HER and ask others to get involved. character quiz’ to determine which celebrity • Apply a gender lens. Target philanthropic activist, such as Oprah Winfrey, Angelina engagements to focus more on the needs Jolie or Leymah Gbowee, they most of women and girls. closely resembled. When asked to throw • Be collaborative. Working with others can out one word that described how they felt Be collaborative and be lead to a greater impact. or what they would take away from the public.« It really does work session, participants shared words like empowered, bold, inspired, collaboration, when women see other For years I was courage, confidence, networking, sharing, women doing it. It is about giving« money to a variety possibilities, fun and happy. n building a movement. of organizations, but it key figures » n In 2011, only 7% of all philanthropic Jessica Houssian wasn’t until I got involved grant monies addressed women and girls specifically. with ALL IN FOR HER n Women in North America currently control US$13.2 trillion of wealth. that I realized I was a n Women accounted for 27% of Global High Net Worth Individuals in 2010, up from 24% philanthropist too. in 2008. » n By 2026, women alone could give an Ann Olivarius estimated US$1 trillion a year, equal to US national security spending.
154 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION Campaigns for women’s rights are heavily under-funded, with only a small percentage of the money pledged worldwide to improving the lot of women and girls going to groups working in the area of rights.
Partner to Les campagnes dédiées aux droits des femmes souffrent d’un cruel manque de ressources financières. En effet, seul un faible pourcentage de l’argent versé à l’échelle mondiale en empower, faveur de l’amélioration de la condition des femmes et des jeunes filles revient à des empower to groupes œuvrant dans ce domaine. Now it is active in 44 countries and reaches transform: 550,000 people. Partners include many non-governmental organizations (NGOs), The multiplier along with international groups such as UN Women, the United Nations entity for gender effect equality and the empowerment of women. Moderator In the Philippines it is partnering with the Melanne Verveer, Executive Director, Institute government in a project with the 800,000 so- for Women, Peace, and Security, Georgetown called ‘sari-sari’ convenience stores, some University 85% of which are run by women. “All the Speakers Ann Olivarius, Charlotte Oades, Florence Tercier boats rise if you can economically empower Holst Roness, Melanne Verveer Charlotte Oades, Global Director, Women’s women,” Charlotte Oades said. Economic Empowerment, The Coca-Cola This is important because the struggle to One problem facing such initiatives is how Company promote economic equality between men and to measure the impact. “Corporations are Ann Olivarius, Women Moving Millions women needs to be holistic and not focus only used to measuring economic outcomes, but Florence Tercier Holst Roness, Director, Issues on economic issues, said Florence Tercier. It not social changes. That requires a different Affecting Women program, Oak Foundation needs to include issues such as freedom from methodology,” said Florence Tercier. violence, reproductive rights and childcare. Women Moving Millions brings together some Assistance to some 750 rights groups 200 women, and some men, who are willing working with women totaled US$106 million and able to donate USD 1 million to promote in 2012. This compared to the US$14.8 billion equality of opportunities for women and girls. pledged in 148 corporate initiatives aimed at “One of the great things we do is to provide To have a successful improving the livelihoods of women and girls visibility to women giving,” said Ann Olivarius. « worldwide overall. “Clearly women’s rights “Our view is that we should stand up and business, you need a healthy are underfunded. Corporations are investing, be proud [of what we are doing], because it but not in the rights sector,” she said. encourages others to give.” n community. The key to Charlotte Oades described how Coca-Cola healthy communities is aims to help five million women develop as entrepreneurs by 2020. The initiative, known women. as 5by20, is aimed at crop growers, small Women generally do not » retailers, people working in recycling or even give« money. Men do. Women Charlotte Oades artists using recycled items to create jewelry and other objects for sale, anything that tend to say ‘We can’t do it.’ relates to Coca-Cola’s business. “In order for the program to be successful, it has to be We are asking them to be bold key figures sustainable, which is why it is linked to our n Only 7% of philanthropic funding worldwide business,” she said. with giving. goes to help girls and women, and half of that is dedicated to breast cancer. » All boats rise Ann Olivarius n 77% of household decisions on what to buy The program began in four countries in 2011 – are made by women. Brazil, India, South Africa and the Philippines.
2014 - WOMEN’S FORUM n 155 discovery SESSION Despite its global reach, Coca-Cola is really a local company everywhere it operates, so it is natural for Coca-Cola to seek to strengthen local communities, and empowering by The Coca-Cola Company, Oak Foundation local women is crucial to that effort, said Charlotte Oades. “We are people from the and Women Moving Millions local community; we live in the community; we produce in the community.”
Malgré sa présence mondiale, Coca-Cola est une entreprise qui se veut locale dans toutes les régions où elle est implantée. Il est donc tout à fait naturel que la société cherche à soutenir les communautés locales, et favoriser l’autonomisation des femmes autochtones est indispensable dans le cadre de cette démarche, a expliqué Charlotte Oades. « Nous sommes originaires de la communauté locale, nous vivons au sein de la communauté et nous produisons dans cette communauté. »
The 5by20 program was launched three years Rio slum-dweller Cola-Cola ago. It aims to assist five million women to Charlotte Oades gave the example of a former become entrepreneurs by 2020. It works with slum-dweller in Rio de Janeiro who had been 5by20: crop growers, small distributors or recyclers gathering litter and turning it into objects and in developing countries and helps them build handicrafts to sell. The company sent her on Unleashing businesses. “Women face common barriers,” a course in business building, connected her Charlotte Oades said. These were lack of to designers and to a company that created a the potential access to business training, to finance and catalogue to promote her work. Now she has to peer networks. “We look to providing one a business that supports 700 families. She of women of those or all of those; whatever a women has bought a house outside the favela (slum), needs to create a sustainable business.” although she returns there every day to work. entrepreneurs The program works with partners, includ- The idea for the program grew out of an ing local non-governmental organizations internal initiative to attract and retain more Speaker (NGOs) and big international organizations women in senior positions within Coca-Cola. Charlotte Oades, Global Director, Women’s such as UN Women, the International De- Economic Empowerment, The Coca-Cola Once the recommendations were made, the Company velopment Bank (IDB) and the International team set up to make them decided to look Finance Corporation (IFC). The type of busi- beyond the company at what could be done nesses helped varies from country to coun- to promote the economic advancement of People [at Coca-Cola] try. In South Africa, for example, it is mainly women worldwide. « distribution, whereas in Brazil and the Philip- “We don’t see this as a philanthropy exercise,” understand that you have pines, it is recycling. In Nigeria, the program Charlotte Oades said. “We think…we can is working with the IFC to facilitate loans to create a truly sustainable business solution, to invest in what makes the women. for the women, their families and for our business as well.“ Initial research suggests community stronger and that the company increases its own business healthier because that is how in areas where the program is run. n businesses thrive, and woman We may be known for are a crucial part of that. » our« global brands, but we are « We do not write a check local in all the countries of the and leave. This is not check- world except for North Korea book philanthropy. » and Cuba. » Charlotte Oades Charlotte Oades Charlotte Oades
156 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks discovery SESSION When Florence Tercier Holst Roness began looking into the funding of women’s movements, she found that her own group, The Oak Foundation, was one of only a handful of funders of women’s rights, with a hundred projects worldwide and a (non- exclusive) focus on the issue of violence to women. She also noticed that corporations The business spend a great deal on their own programs to empower women economically, but this case has little to do with rights. Lorsque Florence Tercier Holst Roness a commencé à se pencher sur le financement for women’s des mouvements en faveur des femmes, elle a découvert que sa propre organisation, la Fondation Oak, qui pilote une centaine de projets dans le monde et s’intéresse, economic entre autres, à la question des violences faites aux femmes, comptait parmi les rares organismes de financement au profit des droits des femmes. Elle a en outre constaté empowerment que les entreprises dépensaient beaucoup dans le cadre de leurs propres programmes d’autonomisation économique des femmes, mais que ces derniers ne permettaient pas de lutter pour les droits des femmes. Moderator Lisa Witter, CEO and Chief Optimist, Witter on rights, whereas corporations steer clear Ventures of rights as a topic and, more generally, any Speaker political dimensions. This creates a vocabulary Florence Tercier Holst Roness, Director, Issues gap; the two spheres do not use the same Affecting Women program, Oak Foundation language. The achievements of women’s groups are often ones of raising visibility on issues such as violence to women. Women’s groups worry about corporate sponsorship, not wanting to be taken as philanthropies. The Oak Foundation favors creating platforms It’s not philanthropy. to bring various actors together in dialogue. « Another way to bridge the gap is to emphasize Typically when I approach assessment, which is easier said than done; a corporation and they hear Florence Tercier Holst Lisa Witter most initiatives are recent, and there is no Roness consensus on what are the measurements ‘women’ they try to send me The dichotomy observed became the basis of successful programs. The Foundation’s for a second investigation, this time into how response has been to launch an integrated to their foundation. I want to these two spheres – women’s rights groups approach, with some successes in Brazil, talk to them about their entire and corporations – relate to each other around where employers have been encouraged to their shared theme of empowering women look at all the issues women face outside the supply chain. economically. Conducting this investigation, workplace, and in Mexico where women’s » Lisa Witter found first of all – unsurprisingly – groups and banks have been brought Elizabeth A. Vasquez that the two groups do not really know each together in successful collaboration for the other. economic empowerment of women. In these programs, both sides have benefited. n The language barrier Women’s organizations tend to focus on empowering groups while corporations seek to empower individuals. Women’s groups talk Find the women’s key figures about problems, and corporations emphasize « n 740 women’s groups worldwide share solutions. Accordingly women’s groups note fund near you. US$105 million from private foundations. troublesome trends while corporations see » n Corporations invest US$15 billion in internal things as getting better. Florence Tercier Holst Lisa Witter programs to empower women. Roness noted that women’s groups focus
2014 - WOMEN’S FORUM n 157 plenary SESSION Abe’s womenomics: Why it’s needed and not just
In Japan, Prime Minister Shinzo Abe’s government is taking steps to increase the in Japan participation of women in business, but the audience heard that there is still reluctance Moderator among the aging, male-dominated leadership to implement these proposals. Marina Niforos, President and CEO, Logos Global Advisors Au Japon, le gouvernement du premier ministre Shinzo Abe prend actuellement des mesures visant à accroître la présence des femmes dans le monde des affaires. Le public Speakers a toutefois pu constater qu’il existe toujours une certaine réticence de la part de la classe Marie-Françoise Damesin, Executive Vice- dirigeante vieillissante et majoritairement masculine face à ces propositions. President, Human Resources, Renault-Nissan Alliance Marwan Lahoud, Chief Strategy and Marketing Officer, Airbus Group You need to have targets – what you Kaori Sasaki, Founder and CEO, ewoman, Inc., cannot« measure you cannot manage. and Founder and CEO, UNICUL International Inc. » Marwan Lahoud Half of the population Flash this code for the full video Not using highly educated women is is« female, so half of Airbus of the session a waste« of a resource. employees should be » Kaori Sasaki female. » Marwan Lahoud key figures n The Japanese government has a 30% target for women in management positions by 2020. n 7% of management positions are held by women at Nissan in Japan. This number has quadrupled in 10 years. In other industries, the number of women in management positions is 1%. n 90% of women and 50% of men in Japan would prefer their car salesperson to be a woman. n Japan ranks 105th out of 136 countries in the 2013 WEF Gender Gap Report. n 9% of senior positions in business are held by women. At board level, the figure drops to 2%, and at CEO level it is 1%. Marwan Lahoud Kaori Sasaki
158 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks There are fantastic opportunities« for women in the auto industry, and we need to get the message across that these jobs are not defined by gender. » Marie-Françoise Damesin
Marina Niforos Marie-Françoise Damesin Despite the 1986 Equal Opportunity Law in to get the message across that these jobs can do any job,” he said, but differences Japan, highly educated women are not being are not defined by gender,” said Marie- between men and women should not be used, said Kaori Sasaki. “It is a waste of a Françoise Damesin. ignored. “That is where diversity comes resource,” she said. Prime Minister Abe’s Girls should be taught that they have a from.” target of 30% of management positions to be future in science and technology, she Critical success factors and indicators filled by women by 2020 is deemed to be too urged. Marwan Lahoud agreed, adding that Panelists listed the three most important ambitious by CEOs. Common excuses are in developed countries very few women factors required to increase representation that the percentage is industry-dependent, graduate in these subjects. “This stereotype of women in companies. or it is hard to find suitable candidates, or is the disease of the developed world,” he Kaori Sasaki: change should occur naturally, explained said. • Building networks to support and pressure Kaori Sasaki. “The most important thing is It is also necessary to promote women in for change that the top leadership keeps saying that qualified jobs. It is not complicated to do: • Policies to encourage men to take jobs in this issue is very important for economic it just requires that you ensure that at least sectors such as childcare and healthcare growth,” she said. one candidate for every job is a woman, traditionally filled by women It is in the interest of business to have more Marwan Lahoud explained. “You need to • Demanding CEO commitment to promoting women in influential positions, said Marie- have targets – what you cannot measure, more women to board positions Françoise Damesin. Why would a woman in you cannot manage,” he said. Targets may Marie-Françoise Damesin: Korea want to purchase a car designed by appear unambitious, but if they are achieved • Engage all stakeholders – government, a man in Spain? “We need to reflect what it provides a role model for others and a CEOs, HR, management the customers want,” she said. Businesses platform for reaching the ultimate goal of • Decide on clear objectives and action plans can benefit from the innovations that women a 50-50 balance in all positions, including to achieve them make. Employees also need to feel they have leadership. “Leaders need to be convinced • Engage all women to fight confidently for the same opportunities within the company. that we cannot afford to live without half of change Numbers can be increased by having the planet. Half of the population is female, Marwan Lahoud’s indicators of success: measurable objectives that are revised so half of Airbus employees should be • When equal numbers of men and women annually, she said. female,” he said. routinely attend events like the Women’s Stereotypes – the disease of developed But women must have more belief in their Forum countries abilities. Don’t wait until you have 120% • When the question of women failing is no Recruitment and education also requires of the skills needed to apply for a position, longer raised attention. “There are fantastic opportunities he advised. What is important is having the • When steps need to be taken to moderate for women in the auto industry, and we need confidence that you can do the job. “Women women from competing n
2014 - WOMEN’S FORUM n 159 plenary SESSION Women’s empowerment: Our roadmap for the next
What were the key messages from the Global Meeting, and what actions can people ten years take to further women’s rights when they return from Deauville to their homes and Moderator offices? Jessica Horn set the stage by outlining three main themes she saw running Theo Sowa, CEO, the African Women’s through the meeting: Development Fund (AWDF), and Member of • The remark on the first day of the Global Meeting by Ertharin Cousin, Executive the Women’s Forum Program Committee Director, World Food Programme, who said that “women eat last”: “That regrounds us Speakers in the fact that gender inequality still exists,” said Jessica Horn. • The reminders of the history of progress and the success stories, especially those Jessica Horn, Writer and Senior Advisor, African where women credited other women for helping them. Institute for Integrated Responses to Violence Against Women and HIV/AIDS, Stephen Lewis • The power of imagination, notably innovation in the private sector: “We can apply this Foundation imagination to solving questions of social and economic inequality.” Loraine Phillips, Director, Logistics and Distribution, EMEAF, ExxonMobil Chemical Quels ont été les principaux messages du Global Meeting, et que peuvent faire les individus, Elizabeth A. Vasquez, CEO and co-founder, de retour chez eux et au travail après l’événement de Deauville, pour faire avancer les WEConnect International droits des femmes ? Jessica Horn a lancé le débat en présentant les trois thèmes majeurs de la conférence : • La remarque d’Ertharin Cousin, Directrice exécutive du Programme alimentaire mondial, qui a déclaré lors de la première journée du Global Meeting : « Les femmes sont encore les dernières à manger. » « Ceci nous prouve que des inégalités existent toujours entre les sexes », a commenté Jessica Horn. • Les rappels des grandes étapes de la progression et des grandes réussites, notamment lorsque des femmes en ont remercié d’autres de leur être venues en aide. • Le pouvoir de l’imagination, et plus particulièrement de l’innovation au sein du secteur privé : « Nous pouvons tirer parti de cette capacité d’imagination pour lutter contre les inégalités sociales et économiques. »
Loraine Phillips I would like to see more key figures men« here [at the Women’s n The world’s 740 leading women’s rights organizations in 140 countries have a Forum Global Meeting]. combined annual budget of USD 106 million. n Women in the United States control USD We run the risk of just talking 13 trillion. n One-third of women globally will experience to ourselves. violence in their lifetimes. » Loraine Phillips Elizabeth A. Vasquez
160 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Flash this code for the full video of the session
Engage individuals and organizations that you don’t usually« talk to. Assume that they care, maybe deep down. Listen to their concerns. We still think a lot in terms of ‘I’ Jessica Horn but instead we need to try to be systems change agents. Key tasks » The panel identified some key tasks for the coming years: • Provide greater support, especially I want to figure out how to put myself out of financial, to groups working to further business.« To get to the point where everyone gets the idea women’s rights. • Support young women and the organizations that women should have equal access. What’s our exit that defend their rights and interests. • Invest in the fight to oppose violence strategy? against women. » Elizabeth A. Vasquez • Visit schools to give talks and provide information to girls about career opportunities, especially in areas where usually talk to. Assume that they care, maybe women have traditionally not been well There are colleagues deep down. Listen to their concerns. We still represented. « think a lot in terms of ‘I’ but instead we need • Begin or step up efforts to mentor women in [working in women’s rights to try to be systems-change agents.” junior positions. Extrapolating from that, Loraine Phillips groups] who are in deep • Move beyond getting girls into primary echoed a call at an earlier session about male education to ensure that more continue on participation at the Global Meeting. “I would discomfort. Some have been to secondary and higher education; make like to see more men here,” she said. “We run sure that schools, especially secondary killed. Some have received the risk of just talking to ourselves. This is not schools, are safe for girls. about 50% of the talent. It is about having • Change the mindset of women, as Elizabeth death threats. Some hardly 100%.” A. Vasquez suggested: “Not to say that Loraine Phillips also talked about the impor- even get paid. there aren’t real problems, but a lot of it is tance of teamwork. “We need to pull together » Jessica Horn in our own heads. If we want to empower our core competencies in the different seg- women, we have to assume that women ments for some hands-on sharing,” she said. are powerful.” “We should build sustainable structures and Moving forward sustainable financing, but then we have to Regarding how to move forward, Elizabeth work with the community. Solutions should A. Vasquez had a piece of advice: get out be tailored to specific communities.” of your comfort zone. “Someone once said Within her lifetime, Elizabeth A. Vasquez that you can be comfortable or be an agent said that she would like to put herself “out of of change, but you cannot be both,” she said. business. To get to the point where everyone She encouraged participants to “engage gets the idea that women should have equal individuals and organizations that you don’t access. What’s our exit strategy?” n Theo Sowa
2014 - WOMEN’S FORUM n 161 plenary SESSION MC’s and the Forum’s last words
MC Gillian Martin Mehers, Founding Director, Bright Green Learning Speaker Véronique Morali, CEO, Webedia, and President, Women’s Forum for the Economy and Society Véronique Morali, Gillian Martin Mehers
Véronique Morali is leaving her position as President of the Women’s Forum for the « We have to go on, Economy and Society. we have to fight. Véronique Morali quitte son poste de Présidente du Women’s Forum for the Economy and » Society. Véronique Morali
Flash this code There is so much more to be achieved. I’m very confident for the full video that« even though it’s step by step, we will be achieving it. of the session » Véronique Morali The following is her closing statement at the “We need to be committed even though we 2014 Global Meeting: know we have to stay humble, because we “What can I say after everything that has cannot assess everything, and we cannot been said in the past 10 years? I will not limit fight for everything. myself to what has been said during this “I think this [Global Meeting] is part of this Forum, because it would be too limited. world of paradox. It’s only a gathering; it’s “There are lots of calls for action, lots of calls only once a year. I would just like to say for hope, lots of calls for ‘let’s do it!’ I can only that we have to go on, we have to fight. We support this. have to think at the bottom of our hearts that “We live in a world of paradox, because everything we do together is worth it. I think we need to be cheerful even though we it’s worth it. are very depressed every year by what “Those are my last words. It’s a call for you happens. We talked about Bring Back Our to gather each year at the Women’s Forum, Girls, about the Pakistani woman [Asia Bibi] because there is so much to be done down who is condemned to death.... We need the road. We have achieved many things in to be focused and driven even though we this Forum, I hope, but listening to all of you, are distracted by the constraints and the there is so much more to be achieved. I’m immensity of what we have to achieve every very confident that even though it’s step by day as women. step, we will be achieving it.” n Véronique Morali
162 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks program
Wednesday, 15 October
12:00-14:00 La Villa Le Cercle Welcome cocktail reception hosted by the Mayor of Deauville
14:30-14:45 Plenagora Forum welcome Meet the Master of Ceremonies for the 2014 Global Meeting, Gillian Martin Mehers, and hear from Forum President Véronique Morali and Elizabeth Weymouth, Senior Associate Editor of the Washington Post, on what they hope participants will take away from this anniversary 10th edition. MC: Gillian Martin Mehers, Founding Director, Bright Green Learning Speakers: Véronique Morali, CEO, Webedia, and President, Women’s Forum for the Economy & Society Elizabeth Weymouth, Senior Associate Editor, the Washington Post
14:45-15:20 Standing together against world hunger Ertharin Cousin, Executive Director of the World Food Programme, speaks about how she came to be a global leader in efforts to overcome hunger, and how we can also contribute to promoting food security. Moderator: Ann Walker Marchant, CEO, the Walker Marchant Group, and Member of the Women’s Forum Program Committee Speaker: Ertharin Cousin, Executive Director, World Food Programme
15:20-16:00 For justice for all women Salma Hayek Pinault is an actress, film producer, and activist for justice for all girls and women. In this interview Salma talks about her philanthropic journey, including as a Member of the Board of the Kering Foundation and as one of the co-founders of Chime for Change. Moderator: Mariane Pearl, Editor-in-Chief, Chime for Change Speaker: Salma Hayek Pinault, Actress, Producer, Co-founder, Chime for Change, and Member of the Kering Foundation’s Board of Directors
16:00-16:30 Networking break
2014 - WOMEN’S FORUM n 163 16:30-17:15 16:30-17:15 Pink agora Yellow agora - Lenovo Why is Iceland the champion of gender diversity? Corporate culture is about diversity – a key driver for growth Women are supposedly more equal to men in Iceland than in anywhere Cultural diversity is key for companies that want to jump from the local else in the world. Behind the headline, what’s the experience and the to the global. Two exceptional women tell how they united their strengths lessons others might take away? and skills to shape the profile of Lenovo to become a global leader in the IT industry. Their story is the basis of the recently published book, The Moderator: Lenovo Way. Monika Queisser, Head of Social Policy Division, OECD Moderator: Speakers: Catherine Ladousse, Executive Director Communications EMEA, Ragnheiður Elín Árnadóttir, Minister of Industry and Commerce of Lenovo and President, Cercle InterElles Iceland Silvana Koch-Mehrin, Founder, Women in Parliaments Global Forum Speakers: Rannveig Rist, General Manager, Rio Tinto Alcan Iceland Yolanda Conyers, Vice President, Global HR Operations and Chief Diversity Officer, Lenovo Group Gina Qiao, SVP Human Resources, Lenovo Group
16:30-17:15 16:30-17:15 Purple agora Blue agora Taking on gender and ethnic inequities in Mexico In trust we trust Meet some of the remarkable Mexicans taking the lead to advance The latest trust barometers show that fewer than one in five respondents women’s rights in their country. in Western societies believes a business or governmental leader will tell the truth when confronted with a difficult issue. Four businesswomen Moderator: share their diagnosis on this leadership crisis and their recipes for Lydia Alpizar, Executive Director, Association of Women in reinstalling trust. Development Moderator: Speakers: Andrew Hill, Associate Editor and Management Editor, FT Salma Hayek Pinault, Actress, Producer, Co-founder, Chime for Change, and Member of the Kering Foundation’s Board of Directors Speakers: Emilienne de León Aulina, Executive Director, International Network of Clara Gaymard, CEO and President, General Electric France Women’s Funds Anne Lauvergeon, Chairman and CEO, ALP, and Head of the 2030 Rosario Pérez, President and CEO, Pro Mujer International French Innovation Committee Morgwn Rimel, Executive Director, School for Life Malene Rydahl, Director of Corporate Communications EAME, Hyatt
16:30-17:15 16:30-17:15 Discovery amphitheater - Mazars Theater, Discovery hall Welcome to the Women’s Planet: Three generations of women on Using a cellphone to check the spread of malaria the global evolution of gender equality Hosted by Orange Mazars is giving voice to women from three generations around the An epidemiologist at Harvard School of Public Health, Caroline Buckee world, to explore achievements on the road to equality. What really is developing ways to use data from simple cell phones to understand changed? How do women perceive gender balance today? How do they the spread of malaria. Her aim? To eradicate the disease. assess their role in society at large? The battles and hopes of 2382 women from 108 countries. Host introduction and Moderator: Emmanuelle Pierga, Head of Communication, Orange Healthcare Moderator: Muriel de Saint Sauveur, Group Diversity Director, Mazars Speaker: Speakers: Caroline Buckee, Assistant Professor of Epidemiology and Associate Hissah Saad Abdullah Al-Sabah, President, Council of Arab Director, Center for Communicable Disease Dynamics, Harvard School Businesswomen of Public Health Pilar Castillo, Partner Mexico, Mazars Nadia Mensah Acogny, Co-Founder and Managing Partner, Acosphere Ltd Xu Gei Fei, CEO and Founder, Les Editions Fei
164 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 16:30-17:15 16:30-17:15 16:30-17:15 16:30-17:15 Pink agora Yellow agora - Lenovo Engineering hub Culture hub Why is Iceland the champion of gender diversity? Corporate culture is about diversity – a key driver for growth Is fairness the key to more equality? Tomorrow’s hospitality – developing facilities that respect their Women are supposedly more equal to men in Iceland than in anywhere Cultural diversity is key for companies that want to jump from the local If men and women had the same chances in life, surely they’d be equal? environment else in the world. Behind the headline, what’s the experience and the to the global. Two exceptional women tell how they united their strengths Then why haven’t the workplace initiatives of the last 35 years been more Building large leisure and business hospitality facilities cannot be done lessons others might take away? and skills to shape the profile of Lenovo to become a global leader in the successful? How can we create an environment in which women can anymore without taking care of the environment. Discover innovations IT industry. Their story is the basis of the recently published book, The benefit from equal access? that are reconciling design, leisure, comfort, profitability and respect for Moderator: Lenovo Way. the environment. Monika Queisser, Head of Social Policy Division, OECD Moderator: Moderator: Radhika Muthukumaran, IMA Region Lead, Diversity and Inclusion, Speakers: Speakers: Catherine Ladousse, Executive Director Communications EMEA, ABB Brigitta Witt, Global Head of Corporate Responsibility, Hyatt Ragnheiður Elín Árnadóttir, Minister of Industry and Commerce of Lenovo and President, Cercle InterElles Iceland Speakers: Silvana Koch-Mehrin, Founder, Women in Parliaments Global Forum Speakers: Pia Brantgärde-Linder, Product Group Manager, Sweden, ABB Rannveig Rist, General Manager, Rio Tinto Alcan Iceland Yolanda Conyers, Vice President, Global HR Operations and Chief Amy Lakin, EVP, Supply Chain, Baldor, an ABB company Diversity Officer, Lenovo Group Gina Qiao, SVP Human Resources, Lenovo Group 16:30-17:15 16:30-17:15 Digital hub Engage the future hub 16:30-17:15 16:30-17:15 Hackathon on education by Capgemini – kick-off session Improving the economic power of women in developed countries Purple agora Blue agora What if we are over 1000 participants helping school pupils from Women in developed countries have less economic power over their Taking on gender and ethnic inequities in Mexico In trust we trust deprived areas to return to school? We invite you to contribute through lifetimes than do men (part-time jobs, lower pensions…). Public Meet some of the remarkable Mexicans taking the lead to advance The latest trust barometers show that fewer than one in five respondents our hackathon to developing education of tomorrow, for a more equitable authorities do not always take into account specific gender issues in women’s rights in their country. in Western societies believes a business or governmental leader will tell word. their economic and social inclusion policies; it is a similar situation in the truth when confronted with a difficult issue. Four businesswomen Moderator: the corporate world. However this is beginning to change. How can we share their diagnosis on this leadership crisis and their recipes for Facilitator : Lydia Alpizar, Executive Director, Association of Women in contribute to improving women’s economic power in order to close the reinstalling trust. Candice Blois, ASE Paris, Capgemini Consulting Development gender gap? Moderator: Speaker : Speakers: Andrew Hill, Associate Editor and Management Editor, FT Jean-Michel Leclercq, Director of Strategy, CNED Introduction: Salma Hayek Pinault, Actress, Producer, Co-founder, Chime for Neil Barrett, Group Vice President Sustainable Development, Sodexo Change, and Member of the Kering Foundation’s Board of Directors Speakers: Emilienne de León Aulina, Executive Director, International Network of Clara Gaymard, CEO and President, General Electric France Facilitators: Women’s Funds Anne Lauvergeon, Chairman and CEO, ALP, and Head of the 2030 Agnès Audier, Partner and Managing Director, The Boston Consulting Rosario Pérez, President and CEO, Pro Mujer International French Innovation Committee Group Morgwn Rimel, Executive Director, School for Life Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Malene Rydahl, Director of Corporate Communications EAME, Hyatt Group
16:30-17:15 16:30-17:15 16:30-17:15 16:30-17:15 Discovery amphitheater - Mazars Theater, Discovery hall Cartier corner Roche corner Welcome to the Women’s Planet: Three generations of women on Using a cellphone to check the spread of malaria Speed networking with trailblazing entrepreneurs Beyond surviving the global evolution of gender equality Hosted by Orange Networking session with the 2014 Cartier Women’s Initiative Awards There is no real way to describe the shock and fear someone feels when Mazars is giving voice to women from three generations around the An epidemiologist at Harvard School of Public Health, Caroline Buckee finalists. learning that she/he or someone close is affected by cancer. Meet with world, to explore achievements on the road to equality. What really is developing ways to use data from simple cell phones to understand extraordinary women who are not only surviving cancer, but have found changed? How do women perceive gender balance today? How do they the spread of malaria. Her aim? To eradicate the disease. Facilitators: ways to regain, each in their own way, integrity, autonomy and some assess their role in society at large? The battles and hopes of 2382 Raomal Perera, Co-founder, Thousand Seeds and Adjunct Professor, sense of inclusion. women from 108 countries. Host introduction and Moderator: Entrepreneurship Department, INSEAD Emmanuelle Pierga, Head of Communication, Orange Healthcare Moderator: Moderator: Mary Cronin, Co-founder of Thousand Seeds Laurence Peyraut Bertier, Head of Public Affairs and Muriel de Saint Sauveur, Group Diversity Director, Mazars Speaker: Communications, Roche France Speakers: Caroline Buckee, Assistant Professor of Epidemiology and Associate Speakers: Hissah Saad Abdullah Al-Sabah, President, Council of Arab Director, Center for Communicable Disease Dynamics, Harvard School Vivian Beetle, Advisory Board Chair, UNESCO World Library of Science Businesswomen of Public Health Project, and Consultant, World YWCA and UNICEF Switzerland, and Pilar Castillo, Partner Mexico, Mazars former Head of Corporate Donations & Philanthropy, Roche Nadia Mensah Acogny, Co-Founder and Managing Partner, Acosphere Debra Jarvis, Writer, Hospital Chaplain Ltd Xu Gei Fei, CEO and Founder, Les Editions Fei
2014 - WOMEN’S FORUM n 165 16:30-17:15 16:30-17:15 Women in Media corner Nestlé corner Accelerate! A European project at the crossroads of governance WIN with Gender Balance! Working together to improve gender and the media balance Learn about an ambitious European project that intends to increase Find out why and how Nestlé in France implemented an Employee women’s participation in corporate governance of SMEs and non-profit Resource Group, Women In Nestlé (WIN) network, to promote gender organizations as well as to ensure their increasing exposure to the balance within the organization. information media. Speakers: Speakers: Florence Frappa, Culinary Business Executive Manager, Nestlé France Mary Fitzgerald, Journalist and analyst, and Women’s Forum Rising Suzanne Manet, Chocolate Business Executive Manager, Nestlé Talents Alumnus France Cristina Gallach, Head, Public Relations, Council of the European Union Valérie Tandeau de Marsac, President, voxfemina
17:15-17:30 Room change
17:30-19:00 Plenagora Women’s empowerment: Bearing witness to the changes Are women more equal to men today than during our mothers’ youth? What do we expect for our children? Are the inequities women must face changing (for better or worse) in different parts of the world, and what does this say about women’s empowerment? Moderator: Su-Mei Thompson, CEO, The Women’s Foundation, and Member, The Equal Opportunities Commission Speakers: Patricia Barbizet, CEO, Artemis, and Vice-Chairman of the Board of Directors, Kering Mona Al Marri, Director General, Dubai Government Media Office, and Chairman of the Board of Directors, Dubai Women Establishment Virginie Morgon, Executive Board Member and Deputy CEO, Eurazeo Theo Sowa, CEO, the African Women’s Development Fund, and Member of the Women’s Forum Program Committee Melanne Verveer, Executive Director, Institute for Women, Peace and Security, Georgetown University
19:00-19:30 No job, no future: The great challenge of youth employment Moderator: Linda Douglass, Media professional and communications consultant Speaker: Angel Gurría, Secretary General, OECD
20:15-23:00 Dining hall Women for Change opening dinner Hosted by Orange and the Women’s Forum for the Economy & Society Featuring: Christine Albanel, Executive Director in charge of CSR, Diversity, Partnerships and Philanthropy, Orange Patricia Loison, Journalist, France 3, France Télévisions Marianne Mairesse, Editor-in-Chief, Marie Claire France Véronique Morali, CEO, Webedia, and President, Women’s Forum for the Economy & Society Rokia Traoré, Singer and Director, Passerelle Foundation
166 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks Thursday, 16 October
08:30-09:30 Plenagora Learning from new tech pioneers from emerging markets How technology is playing a transformative role in emerging countries, and what needs to be done to maximize the impact on poverty. Moderator: Hans-Paul Bürkner, Chairman, The Boston Consulting Group Speakers: Maria Teresa Arnal, Founder and CEO, Clarus Digital Neesha Bapat, Project Manager, Humin, and former Project Director, Innovating Women: Past, Present & Future Dorcas Muthoni, CEO and Founder, Openworld Ltd, and Women’s Forum Rising Talent alumnus Anil Raj, Co-Founder and CEO, OMC Power
09:30-09:45 Room change
09:45-10:30 09:45-10:30 Pink agora – Rising talents Yellow agora When learning leads to daring Social welfare or liberal capitalism – what to do about income Share personal experiences and tips from our amazing Rising Talents. inequality? Many Americans would envy Nordic countries’ income distribution Hosts: curves. Yet the Nordics too are now going through notable spikes in Virginie Morgon, Executive Board Member and Deputy CEO, Eurazeo income inequality. Are the underlying causes the same – and what to do Evelyne Sevin, Partner, Egon Zehnder about this issue, now so prominent on the public agendas of both social Yolanda Serra, Director Business Development EMEA | Open welfare and liberal capitalist states? programs, Executive Education Moderator: Moderator: Andrew Hill, Associate Editor and Management Editor, FT Rahaf Harfoush, Co-founder and CEO, Red Thread Inc. Speakers: Speakers: Markus Jäntti, Professor of Economics, Swedish Institute for Social Kinga Daradics, Country Chairman and CEO, MOL Romania Research Petroleum Products SRL Heather C. McGhee, President, Demos Vinciane Debaille, FNRS Research Associate, Université Libre de Bruxelles Katelyn Donnelly, Managing Director, Pearson Affordable Learning Fund Bei Guo, Deputy General Manager and US Director, EIC Group Alice Lopin, Store Leader, Apple Computer
2014 - WOMEN’S FORUM n 167 09:45-10:30 09:45-10:30 Purple agora Blue agora Diplomat and woman – rising past the bias Mexico innovates: Meet the new entrepreneurs A conversation with Nathalie Loiseau, diplomat and now head of the Hosted by ABB prestigious Ecole nationale d’administration, about her experiences A conversation about the culture of entrepreneurship in Mexico and what at the Quai d’Orsay and abroad and how she is encouraging gender it takes for women to grow their businesses successfully. equality at ENA. Host welcome: Moderator: Lucia Munoz, Commercial and Sales Operations Manager, North and Virginie Robert, Foreign Desk Editor, Les Echos South America, ABB Speaker: Moderator: Nathalie Loiseau, Director, Ecole nationale d’administration Aurélie Salvaire, Vice President, Women’s WorldWide Web Speakers: Pilar M. Aguilar, General Director, Endeavor Mexico Aura Mione, Founder and General Director, HeadSeekers Tanya Moss Baran, Jewelry designer and Founder, Tanya Moss
09:45-10:30 09:45-10:30 Discovery amphitheater – Engineering hub Theater, Discovery hall – Sanofi Diversity in innovation: Reaching new heights Reducing inequalities in health for a better world Globalization naturally inspires companies towards more diversity and Over 1/3 of the global population doesn’t have access to essential greater decentralization – gender balance and culture are key ingredients healthcare. Health inequalities have become one of the greatest threats in this process. How can these factors impact innovation practices to human development but there are reasons to be optimistic. By 2020, across the company? What are the recipes for success? Dengue will become a preventable disease, sleeping sickness will be eliminated, and polio eradicated. Moderator: Christine-Anne Chevry, Senior Manager Research & Development, Speaker: and Chairman,Women & Men in Business Network, Airbus Helicopters Robert Sebbag, Vice-President, Access to medicines, Sanofi Speakers: Corinne Jouanny, Managing Director and Co-founder, Altran Pr[i]me, Altran Fabienne Lacorre, Senior VP Engineering, Snecma, Safran Group Marie-Hélène Therre, Founder and CEO, Therre Consultance Laurie Tolson, EVP, Global Research and Development, Ventyx, an ABB Company
09:45-10:30 09:45-10:30 Culture hub Connecting hub The bus shelter of tomorrow Master Class -tips and tricks to activate your networks for the best (session in French) A collaborative session on maximizing network activation, facilitated Passionate about urban life, the designer Marc Aurel tells how he sees by Capgemini Consulting. Please contribute to the special survey on tomorrow’s bus shelters and their contribution to users’ well-being using women’s networks and discover your networking profile. the example of the new Paris shelters. Facilitator: Speaker: Candice Blois, ASE Paris, Capgemini Consulting Marc Aurel, Urban designer
168 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 09:45-10:30 09:45-10:30 Science hub Engage the future hub Attracting women: The stereotype problem Thinking ahead for women’s healthcare Many players are running STEM education projects for young girls. We From access to treatments to women-focused initiatives by global still have a long way to go though, to achieve a genuine gender balance healthcare organizations: women’s healthcare has shown progress in the field. Why haven’t we cracked this problem yet? Why do we need in recent years. However, with new living environments and ageing more female engineers? How to get there? populations, new diseases are changing health perspectives. Are we addressing the gender gap in diagnostics and treatments? How can we Moderator: shape the future of women’s healthcare for the better? Sarah Howell, Regional Communications Advisor, Public & Government Affairs, ExxonMobil Introduction: An Vermeersch, Vice-President, Vaccines, GSK Speakers: Carole Gall, Asset Manager, Production, ExxonMobil Facilitators: Michèle Verschoore, Medical Director, L’Oréal Research & Innovation Agnès Audier, Partner and Managing Director, The Boston Consulting Group Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Group
09:45-10:30 09:45-10:30 Accor corner Nestlé corner Meet with a visionary designer: Jean-Philippe Nuel How can a company like Nestlé empower women throughout its Meet one of today’s most stylish and highly regarded hotel designers, as value chain? Jean-Philippe Nuel shares his vision of comfort and design for women Access to education, training, and professional development are key travellers. factors to empower women but they are sometimes challenging to implement. Find out how Nestlé has set up several initiatives in urban as Moderator: well as rural communities to improve women’s revenues and employment Julie Grégoire, SVP Operations France, Luxury & Upscale Brands, opportunities. Accor Speaker: Speaker: Bineta Mbacke, Public Affairs Manager, Partnership, Nestlé S.A. Jean-Philippe Nuel, Interior architect and Designer
09:45-10:30 09:45-10:30 Orange corner Women in Media corner Social media training, group training The new media – seize it, reinvent it, or die Meet with digital experts to learn about the benefits of social media for The media are experiencing a change in paradigm. How is this trans your work and for your personal life, and the tools you can leverage to formation disrupting traditional hierarchies? reach your audience Speakers: Featuring: Florence Kponou, Manager, Deloitte Digital Marie Perruchet, Founder and CEO, One Perfect Pitch Anne Pican, Digital Publisher, Culture, Lifestyle and Entertainment, Groupe Figaro Lauren Provost, Social media, Traffic and Trends Editor, le Huffington Post
11:30-14:30 Gatsby Room CEO Champions: Best practice to promote women’s advancement in the private sector (by invitation only) Host and co-moderator: Olivier Fleurot, CEO, MSLGROUP Co-moderator: Maria Livanos Cattaui, former Secretary General, International Chamber of Commerce, and Member of the Women’s Forum Program Committee
2014 - WOMEN’S FORUM n 169 10:30-11:00 Networking break
11:00-12:00 Plenagora Cartier Women’s Initiative Awards Ceremony What does audacity mean in today’s business world? Join the 2014 finalists of the Cartier Women’s Initiative Awards to discuss this question and celebrate their trailblazing entrepreneurship as this year’s winners are revealed. The ceremony will be hosted by Stanislas de Quercize, President and CEO of Cartier International. Host welcome: Stanislas de Quercize, President and CEO, Cartier International Master of Ceremonies: Henry Bonsu, Journalist, broadcaster and Presenter, Vox Africa Television
12:00-13:30 Networking lunch
13:45-14:30 13:45-14:30 Pink agora Yellow agora Brazil: Our discontents and the search for renewal Eradicating energy poverty Beyond the headlines: why are Brazilians increasingly disgruntled with Join tech pioneer Anil Raj to learn about micro-power systems and how their democratic state and its economy - how can growth be renewed they can bring energy to the billions of people living off the grid. – and how to achieve vibrantly sustainable development for all? Moderator: Moderator: Ebru Ilhan, Sustainable Development Senior Specialist, Eczacıbaşı Deborah Berlinck, European Correspondent, O Globo Group Speakers: Speaker: Sandra Boccia, Editorial Director, Pequenas Empresas & Grandes Anil Raj, Co-Founder and CEO, OMC Power Negócios Christina Lopes, Senior Latin American Specialist, Global Strategic Associates, and 2014 Women’s Forum Rising Talent
13:45-14:30 13:45-14:30 Purple agora Blue agora - Orange Theatre as a space for freedom Collaborative consumption: What’s mine is ours Johana Bahamón is one of Colombia’s rising acting stars, and the co- Share, barter, second hand… Digital technologies increasingly impact founder and director of the Fundación Teatro Interno - a theater company the way we live, travel, shop, work, sell and more. Through the Digital producing plays in Colombia’s prisons with women inmates.Join Johana Society Forum, Orange studies this new “collaborative economy” trend to learn about how Teatro Interno gives women inmates new hope and and presents the opportunity to share with active players about this fast a second chance for reconciliation, even as they discover a space for growing movement with active players. freedom behind the bars and razor wire of their jails. Introduction: Moderator: Christine Albanel, Executive Director in charge of CSR, Diversity, Ana Maria Salazar Slack, Host, Imagen News, and Host and Producer, Partnerships and Philanthropy, Orange Seguridad Total Facilitator: Speaker: Jean-Noel Chaintreuil, Prospective Strategist and Professor Johana Bahamón, Actress, entrepreneur and Director, Fundación Speakers: Teatro Interno Francesca Pick, OuiShare International Community Leader and OuiShare Fest Co-Chair Sarah Roy, Communications Manager for France, Belgium, Morocco and Canada, Airbnb
170 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 13:45-14:30 13:45-14:30 Discovery amphitheater – Women in Media Theater, Discovery hall They fight against stereotypes The future of healthcare is also a women’s issue Come and listen to women who blaze their own trail and fight against By LIR media stereotypes. They share their personal experiences from different LIR, a French think-tank for therapeutic innovation, has conducted an generations and media backgrounds. They tell us what has been exclusive survey with Ipsos, polling 1000 French women on the future achieved so far, as well as the barriers that must still be brought down. of healthcare. Learn about the results of the study from six women, all committed to the future of healthcare and representing six different Moderator: pharmaceutical companies. Poorna Bell, Executive Editor and Global Lifestyle Head, the Huffington Post UK Speakers: Sophie Dubois, Director, Strategy and Public Affairs, Takeda France Speakers: Emmanuelle Kuhnmunch, Director, Communications, GSK France Françoise Champey-Huston, Deputy Director, English Channel, Valérie Perruchot Garcia, Director, Public Affairs and Communications, France 24 Janssen France May Chidiac, Founder and CEO, May Chidiac Foundation Catherine Raynaud, Director, Public Affairs, Pfizer France Kristen Davis, IT Director, International NY Times Rima de Sahb-Berkovitch, Director, Market Access, MSD France Donata Hopfen, CEO, Bild Group, Axel Springer Agnès Soubrier, CEO, LIR Manon Querouil-Brunel, Reporter, Marie-Claire Brice Teinturier, Associate Director, Ipsos France Anne Tisseau, Director, Public Affairs, and Director, Market Access, Merck Serono France
13:45-14:30 13:45-14:30 Engineering hub Culture hub Energizing silver economy-centric healthcare in an aging world Museums moving towards modernity UN statistics are formal, the planet is getting older. How can technology Nothing to sell but everything to value? Discover how museums move breakthroughs in predictive healthcare support the aging, their care to and bring modernity. To what extent a museum is a leading actor of givers and the economy alike? Our speakers are reinventing patient- growth, innovation, and education? With such ambitious objectives, how centric solutions to lower healthcare costs while ensuring equal access museums are facing financial challenges, in a context of state subsidies to quality care. decreases and economic slowdown? Moderator: Speakers: Helen Cherré, Group Program Director, Altran Guillaume Maréchal, Head of Fundraising Musée d’Orsay and Musée de l’Orangerie Speakers: Anne Mény-Horn, General Manager Musée d’Orsay and Musée de Sylvie Bothorel, R&D Director, CoE, SORIN l’Orangerie Jérôme Faggion, Business Development Director, Health Care Social Welfare, Altran Nadia Frontigny, VP Care Management, Orange Healthcare Division
13:45-14:30 13:45-14:30 Science hub Digital hub Women in Science: A lifecycle approach to career management Partnering for equity and success in a digital world What are the benefits of moving beyond the leaky pipeline to a lifecycle Information and communication technologies are a major economic and approach to career management for women across multiple generations? social lever. They promote the emergence of products, services and How can companies better integrate agile work practices with lifecycle- content suited to local and global development. Come hear how today’s centric diversity strategies to address these generational priorities? digital ecosystem is driving us toward a more equitable world. Speaker: Moderator: Eleanor Tabi Haller-Jordan, President and CEO, The Paradigm Nina Gardner, Founder and Director, Strategy International, and Forum GmbH Adjunct Professor, Johns Hopkins, SAIS Speakers: Brigitte Dumont, CSR Chief Officer, Orange Christina Smedley, Vice President, Global Brand and Communications, PayPal
2014 - WOMEN’S FORUM n 171 13:45-14:30 13:45-14:30 Governance hub Social Impact hub Women on Boards: Preparing for the world in 2015 and beyond All in for Her: A Call to Action A discussion of how major trends from millennials in the workplace to big A recent report published by Women Moving Millions says that women data and cyber security are reshaping the board agenda and reaffirming have the capacity to give $1trillion per year. Hear how ALL IN FOR HER the need for diverse workforces challenges women to give big, be bold, apply a gender lens to their Speaker: philanthropy, and collaborate for amplified impact. Isabelle Allen, Partner, Global Head of Sales and Markets, KPMG Moderator : International Lisa Witter, CEO and Chief Optimist, Witter Ventures Speakers : Jessica Houssian, Women Moving Millions Ann Olivarius, Women Moving Millions
13:45-14:30 13:45-14:30 Engage the future hub Cartier corner Empowering women as agents of development: Entrepreneurship My entrepreneurial journey to unlock the economic potential of developing countries A case study of Fenugreen, a patented, natural, inexpensive food preser- Public and private initiatives have successfully targeted rural develop- vation technology that prevents perishable food from spoiling. ment via women’s entrepreneurship, providing thousands with financial Speaker: inclusion and stability. Being ambitious for the next decade: how should Raomal Perera, Co-founder of Thousand Seeds and Adjunct Professor, these efforts be scaled up? How can women further lead change in their Entrepreneurship Department, INSEAD communities to unlock the potential of rural areas in developing coun- tries? Introduction: Amita Chaudhury, Global Diversity Director, Unilever Facilitators: Agnès Audier, Partner and Managing Director, The Boston Consulting Group Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Group
14:30-14:45 Room change
14:45-15:15 Plenagora The future of digital Digital visionary Maurice Lévy speaks about his business strategy and what’s on the horizon for digital content and communication. Moderator: Elizabeth Weymouth, Senior Associate Editor, the Washington Post Speaker: Maurice Lévy, Chairman and CEO, Publicis Groupe
15:15-16:15 My business and society: Leading for a more equitable world A conversation with corporate and financial management leaders on business as an actor and arena for promoting greater economic and social equality. Moderator: Maria Livanos Cattaui, former Secretary General, International Chamber of Commerce, and Member of the Women’s Forum Program Committee Speakers: Christine Albanel, Executive Director in charge of CSR, Diversity, Partnerships and Philanthropy, Orange Susan Carter, CEO, Commonfund Capital, Inc. Peter Vogt, Chief Human Resource Officer and Deputy Executive Vice President, Nestlé SA Pascale Witz, Executive Vice President of Global Divisions & Strategic Development, Sanofi
172 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 16:15-16:45 Networking break
16:45-17:30 16:45-17:30 Pink agora Yellow agora Setting new global standards for diversity in corporate leadership Why is Europe becoming so intolerant? Hosted by Thalys A conversation with the stateswoman and political leader Emma Bonino Engage with two top leaders on their commitments to corporate diversity about the reasons for – and what can be done to curb – Europe’s growing and where they are taking their companies next. political intolerance. Host welcome: Moderator: Ingrid Nuelant, Deputy CEO and CFO, Thalys Mary Fitzgerald, Journalist and analyst, and Women’s Forum Rising Talents Alumnus Moderator: Cristina Vicini, Chair, Presidents’ International Advisory Council, The Speaker: International Alliance for Women, and Co-founder, Global Board-Ready Emma Bonino, former Italian Minister of Foreign Affairs Women Initiative Speakers: Rohini Anand, Senior Vice President and Global Chief Diversity Officer, Sodexo Pamela Thomas-Graham, Chief Marketing and Talent Officer, and Head of Private Banking & Wealth Management New Markets, Credit Suisse AG
16:45-17:30 16:45-17:30 Purple agora – Social Impact hub Blue agora Partner to empower, empower to transform: The multiplier effect Net neutrality: The end of the open Internet? How can we partner together to catalyse and unlock resources for the Why has the net neutrality debate become so galvanizing and politicized? empowerment of women to transform their lives? We cannot achieve How is our ongoing move to wireless playing into this debate? And what this ambitious goal alone. Join us to help us together make a difference. are our future chances for having a global network allowing us access to the content and applications of our choosing? Moderator: Melanne Verveer, Executive Director, Institute for Women, Peace, and Moderator: Security, Georgetown University Virginie Robert, Foreign Desk Editor, Les Echos Speakers: Speakers: Charlotte Oades, Global Director, Women’s Economic Empowerment, Constance Bommelaer, Senior Director, Global Policy Partnerships, The Coca-Cola Company The Internet Society Ann Olivarius, Women Moving Millions Florence Tercier Holst Roness, Director, Issues Affecting Women program, Oak Foundation
2014 - WOMEN’S FORUM n 173 16:45-17:30 16:45-17:30 Discovery amphitheater - Mexican Delegation Theater, Discovery hall – Renault-Nissan Alliance How to invest for a better world? What women want Socio-economic development depends on smart and well-targeted pub- Given the vast buying power and influence of women, it’s no surprise lic-private partnerships. The pressure is growing for these partnerships that the auto industry has dramatically reimagined the way it designs and to be increasingly responsible and sustainable, both in developed and builds cars. Renault-Nissan will discuss its successes and challenges in developing countries. Issues such as infrastructure, social development its own business as well as in other sectors. and the redistribution of income to local communities require better co- Moderator: ordination between international organizations, foreign investors and lo- Nicolas Barré, Editor-in-Chief, Les Echos cal business and government. Learn about and compare how national approaches differ. Speakers: Valérie Brusseau, Automotive Architecture Engineering Project and Moderator: Launching Vehicle Manager, Renault Lourdes Berho, CEO, Alchemia Asako Hoshino, Corporate Vice President, Corporate Market Speaker: Intelligence Division, Nissan Christina M. Alfonso, Founder and CEO, Madeira Global Malene Rydahl, Director of Corporate Communications EAME, Hyatt Laura Garcia, Executive Director, Semillas Luz Marina Martinez, Country CFO, Mexico, ABB
16:45-17:30 16:45-17:30 Science and Engineering hubs Culture hub Retaining women: Should I stay or should I go? When brands meet the Z generation’s urban needs Are we creating the right opportunities for women to stay in science The upcoming generation will have specific expectations when it comes and engineering careers? What does industry need to do to hold onto to city life. Will brands be able to reinvent themselves to answer this new women? As a role model, what are you doing to support women? demand using city facilities? What will the Z generation city look like? Moderator: Speakers: Radhika Muthukumaran, IMA Region Lead, Diversity and Inclusion, Françoise Hernaez-Fourrier, Head of Strategic Planning, Ipsos ASI ABB Dominique Lévy, General Manager, Ipsos France Speakers: Corinne Jouanny, Managing Director and Co-founder of Altran Pr[i]me, Altran Antonella Sopranzetti, Public and Government Relation Manager, ExxonMobil Tanja Vainio, Country Manager, Hungary, ABB
16:45-17:30 16:45-17:30 Engage the future hub Nestlé corner Is there a gender to digital? Women giving support to women In the EU, the number of ICT positions has grown by 4% per year since How do formal or informal mentoring and coaching empower women 2000, seven times the evolution of overall employment. The scarcity of within Nestlé and outside the company? Leaning in and reaching out talented resources will be a key challenge for country competitiveness hands among women to make a difference. in coming years. Yet today, women represent only 20% of students in Speaker: computing in OECD countries. We live in a digital world – how do we close this gender gap? Arielle Semin, Head of Research & Development, Nestlé Chocolate Centre for Excellence Introduction: Anne-Gabrielle Heilbronner, General Secretary, Member of the Directoire, Publicis Groupe Facilitators: Agnès Audier, Partner and Managing Director, The Boston Consulting Group Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Group
174 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 16:45-17:30 16:45-17:30 Roche corner Sanofi corner Shifting paradigms – the role of innovation in transforming Access to medicines: Meet with Sanofi’s Dr. Robert Sebbag patients’ lives Over 1/3 of the global population doesn’t have access to essential Revolutionary innovations in fields such as therapy, 3D medical imagery healthcare. Health inequalities have become one of the greatest threats and E-health contribute to patients living longer and less isolated to human development but there are reasons to be optimistic. By 2020, from society. This session highlights how medical and technological Dengue will become a preventable disease, sleeping sickness will be innovations enable and accelerate the paradigm shift. eliminated, and polio eradicated. Moderator : Speaker: Corinne Le Goff, President, Roche France Robert Sebbag, Vice-President, Access to medicines, Sanofi Speakers : Cecile Doan, Chief Operating Officer, CATIA, Dassault Systems Denis Guibard, Vice-President, Sustainable Development, Products & Services, Orange Janet Hammond, Global Head and Senior Vice-President, Infectious Diseases Discovery and Translational Area, Roche Pharma Research & Early Development
16:45-17:30 17:00 – 17:30 Accor corner Orange corner Are the expectations of women who travel so different from those Live Orange TV : A special TV show live from the Women’s Forum of men? Attend the talk show with speakers, personalities and change agents. Discover the findings of a study conducted by WAAG, the Accor Facilitator: Women’s Network, and learn how one devoted manager has tailored Valérie Amarou, Journalist specific services for women in her network of hotels. Speakers: Isabelle Daviaud, Senior Legal Manager Distribution / IT / WAAG France Sieges, Accor Xavier Louyot, Senior Vice President Marketing EMEA, Sofitel Pullman MGallery, Accor
16:45-17:30 Cartier corner From corporate to entrepreneurial life: A successful leap A case study of Erborian, a skincare cosmetics range based on traditional Korean herbal science. Speaker: Katalin Berenyi, Founder and President of Erborian, and 2007 Cartier Women’s Initiative Awards finalist
17:30-17:45 Room change
2014 - WOMEN’S FORUM n 175 17:45-18:30 17:45-18:30 Pink agora – Science hub Yellow agora A catalyst for health and wellbeing A champion for climate action Health and wellbeing are both determinants and consequences of A conversation with Connie Hedegaard EU Commissioner for Climate economic progress. What are the challenges international companies Action, on her life work and why climate justice will be essential in our are facing to keep their workforces healthy and engaged? What can human future. companies do to nurture and support their science talent to develop Moderator: solutions in this area ? Barbara Lewis, Senior EU Energy & Environment Correspondent, Moderator: Thomson Reuters Eleanor Tabi Haller-Jordan, President and CEO, The Paradigm Forum Speaker: GmbH Connie Hedegaard, European Commissioner for Climate Action Speakers: Paloma de Miguel, Vice-President, Regulatory Affairs International, Baxter Healthcare Ana Margarida Setas-Ferreira, Regional Africa Advisor for Community and Public Health, ExxonMobil
17:45-18:30 17:45-18:30 Purple agora Blue agora New innovators for the rule of law Creating the artificial intelligence program able to qualify Meet Alejandra Ancheita and Jennifer Robinson: a new innovator and a for university entry global mentor for the next generation of human rights lawyers who are What if a computer could pass the entrance exams for top universities tackling issues of violence and corruption in highly hostile environments. – what would this mean for humans? This question is behind the Todai What sustains their activism and brings them to take such personal risks? Robot project launched by Noriko Arai, Professor at Japan’s National Institute of Informatics. Moderator: Saphieh (Sue) Ashtiany, Principal, Ashtiany Associates, Chair, Equal Moderator: Rights Trust, and Visiting Professor Queen Mary University of London Ivana Jemelkova, Director, Strategic Communications, FTI Consulting Speakers: Speaker: Alejandra Ancheita, Founder and Executive Director, Project on Noriko Arai, Professor, National Institute of Informatics Economic, Social, and Cultural Rights Jennifer Robinson, Director of Legal Advocacy, Bertha Foundation
17:45-18:30 17:45-18:30 Discovery amphitheater Theater, Discovery hall - Vitra Decoding leadership: Disruptive results with radical implications Women adding value to the creativity chain By Diverseo Creative industries may look inclusive and hospitable for women, but The Leadership Decoder is a scientific test developed by Diverseo in they are still facing tough hurdles. Discuss with accomplished women in partnership with the Women’s Forum for participants to uncover their architecture, design, fashion, and civic action about their plans and ideas explicit and implicit cognitive drivers relating to leadership. Even if to advance gender balance. you missed taking the test, you will want to know about the surprising Facilitator: findings of this study and their revolutionary implications for gender Isabelle de Ponfilly, Managing Director, Vitra France, President of the leadership initiatives. Board, Ecole Nationale Supérieure des Arts Décoratif, and President of Speakers : the Board, ISTEC Nathalie Malige, CEO, Diverseo Speakers: Martin Schoeller, COO, Diverseo Odile Decq, Principal, Studio Odile DECQ architectes urbanistes, and Founder and President, Confluence Institute for Innovation and Creative Strategies in Architecture Sylvie Ebel, Executive Director, Institut français de la mode Chekeba Hachemi, Founder and President, Afghanistan Libre
176 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 17:45-18:30 17:45-18:30 Culture hub Connecting hub Corporate culture – boosting the care approach Women’s network: A driver of success How to inject values such as empathy into a traditional corporate LiveTweet session @Lenovofr and @lenovo_UKI Twitter accounts Lenovo culture? What concrete measures and processes should be put in place women will share their personal experiences in women’s networks with to achieve a care approach? Forum participants and the French network Cercle InterElles in the IT industry. How to build an effective network? What is the value of a Speaker: women’s network for the business? Karen Dawson, VP, Digital strategies, Hyatt Moderator: Catherine Ladousse, Executive director EMEA communication, Lenovo and President, Cercle InterElles Speakers: Bernadette Andrietti , Vice President, Marketing EMEA, Intel Aline Aubertin, Senior Marketing, GE Healthcare, and Vice President, Cercle InterElles, France Viviane de Beaufort, Professor, ESSEC Business School, and Head, Executive Women Program Bao-Chau Nguyen, Corporate Communications and Press Relations, Assystem, and Member of the Board, Cercle InterElles Isla Ramos Chaves, Executive Director EMEA Business Transformation, Lenovo
17:45-18:30 17:45-18:30 Governance hub Engage the future hub Let’s pull now Making entrepreneurship a more attractive career choice for There are commercial benefits of having a workforce that reflects your women client base. Clients are selecting some businesses over others because In the 27 EU countries, only 25% of business owners with employees of their diversity policy and practice. Join us to share concrete cases are women. Why do men take this career path while women still prefer where diversity has made a real difference in terms of business returns. being employed? Do women have access to the right entrepreneurial means? What role should university programs and education play to Speaker: guide them on this path? In short: how to engage young women towards Claudette Christian, Office Managing Partner, São Paulo & Rio de entrepreneurship? Janeiro, Hogan Lovells Introduction: Seraina Maag, President and CEO EMEA, AIG Facilitators: Agnès Audier, Partner and Managing Director, The Boston Consulting Group Luc de Brabandere, Fellow and Senior Advisor, The Boston Consulting Group
2014 - WOMEN’S FORUM n 177 17:45-18:30 17:45-18:30 Accor corner Orange corner Between salad and pasta – what is the right food rhythm when Women for Change, encounters with inspiring souls you’re on the move Meet with extraordinary women who are actors of change and drivers A nutrition expert proves that hospitality can be generous AND light. One of growth through their initiatives to help women and girls. Women for of the Accor group’s chefs offers a tasting session. Try, taste, and enjoy. Change is a joint initiative by Orange Foundation, the Women’s Forum for the Economy & Society, and Marie Claire. Speakers: Cécile Clavel, Dietitian, Sofitel Quiberon Thalassa Sea & Spa Speakers: Xavier Louyot, Senior Vice President Marketing EMEA, Sofitel Pullman Adamou Hawaou, Women for Development Association MGallery, Accor Masego Mmipi, Coordinator, Kgetsi Ya Tsie Women’s Community Aldina Duarte Ramos, Director, Global Well-being Product, Luxury & development Trust Upscale Brands, Accor Mariama Moussa Harouna, Director, SOS Women and Children Victims of Domestic Violence Lusett Noushka Teixeira, Founder, Matumaini Togo Mariam Sidibé, Director, Association of Support for Girls’ Schooling Rokia Traoré, Singer and Director, Passerelle Foundation
17:45-18:30 17:45-18:30 Cartier corner Women in Media corner How to create an innovative and entrepreneurial corporate culture Who am I to talk to the media? Creativity is a choice. How do you embed creativity in the DNA of your (session in French) workplace, so that innovation and entrepreneurship are at the core of Digital media provide the opportunity for everyone to have the floor. your business? Social networks emphasize self-expression. Do we all share equal legitimacy to speak up though? Do women suffer more than men from Speaker: the impostor syndrome? Mary Cronin, Co-founder, Thousand Seeds Speakers: Claire Deguerry, Partner Transaction Services, Deloitte Finance, and Co-Founder, voxfemina Brigitte Grésy, Member, Conseil supérieur de l’égalité professionnelle entre les femmes et les hommes Françoise Laborde, Member, Conseil supérieur de l’audiovisuel
17:45-18:30 Mexican delegation corner Women’s financial inclusion as a top priority Financial inclusion for women is crucial to achieving gender equality and inclusive growth. Women disproportionately face financial access as well as financial literacy barriers that prevent them from participating successfully in the economy and from improving their lives. This issue is high on OECD’s agenda, especially when it comes to the booming economies of the Latin American region. It is also amongst the top priorities of the G20. Speakers will share hands-on experience as well as strategies on how to facilitate women’s financial inclusion and education. Moderator: Anthony Gooch, Director of Public Affairs and Communications, OECD Speakers: Alejandra Calatayud, Vice-President and General Manager Global Corporate Payments - Latin America, American Express Mexico Rosario Perez, President and CEO, Pro Mujer International
178 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 18:30-18:45 Room change
18:45-19:15 Plenagora CEO Champions: Promoting best practice from Deauville to the European Commission Moderator: Mary Goudie, Member, UK House of Lords, and founding member, the 30 Percent Club Speakers: Philippe Castagnac, CEO, Mazars Group Anne-Gabrielle Heilbronner, General Secretary, Member of the Directoire, Publicis Groupe Michel Landel, Group Chief Executive Officer, Sodexo
19:15-20:00 Inequality matters A conversation with Christine Lagarde, Managing Director of the International Monetary Fund. Moderator: Olivier Fleurot, CEO, MSLGROUP Speaker: Christine Lagarde, Managing Director, IMF
20:00-23:30 Gala reception hosted by Cartier
2014 - WOMEN’S FORUM n 179 Friday, 17 October
08:30-09:15 Networking coffee
09:15-10:00 09:15-10:00 Pink agora Yellow agora Will ending food waste end food shortage? Myanmar and Cambodia: Education for work for the lost The UN has calculated that 1/3 of food worldwide gets wasted. So even generations if it won’t solve world hunger, what are some practical solutions to reduce Khin Sanda Win wowed us at the Women’s Forum Myanmar with her this waste and feed more people? initiative to train people for work in the hotel industry. Learn from her and Sophea Oum, the CEO of Cambodia’s Golden Silk, about what vocational Moderator: training can achieve in poor countries where education systems have Lara Birkes, Director Government Affairs and Strategic Partnerships, been broken. the World Business Council for Sustainable Development Moderator: Speakers: Rachida Justo, Professor of Entrepreneurship and Social Javiera Charad, Environmental Sustainability Project Manager, Nestlé Entrepreneurship, IE Business School Clementine O’Connor, Sustainable Food Systems Consultant, United Nations Environment Programme’s Division of Trade, Industry and Speakers: Economics Khin Sanda Win, Managing Director , Sanda Hotel & Services, Inle Lake View Resort & Spa, The Loft Yangon, and Sanda Tour Sophea Oum, CEO, Golden Silk
09:15-10:00 09:15-10:00 Purple agora Blue agora – Governance hub Corporate transparency: Navigating through uncertainty Am I worth it? A conversation with ABB’s Diane de Saint Victor about what is corporate Self censorship, cultural habits and stereotypes are hidden but strong transparency and why corporate transparency is so difficult to “place” in hurdles for women’s access to executive positions. Do companies pay the corporate structure. Diane will also highlight and discuss practices enough attention to these psychological factors? What would be the best and mindsets which constitute good leadership in this context. advice and guidance for women encountering such difficulties? Four accomplished business women tell their stories of how to go beyond Moderator: inhibitions and clear one’s path to success. Estelle Metayer, President, Competia, and Member of the Women’s Forum Program Committee Moderator: Nuria Chinchilla Albiol, Professor of Managing People in Speaker: Organizations, International Center for Work and Family, IESE Business Diane de Saint Victor, Head of Legal and Integrity, General Counsel, school Company Secretary, and Member of the Group Executive Committee, ABB Speakers: Marie Guillemot, Senior audit partner, KPMG France Harriet Pearson, Partner, Hogan Lovells Isabelle Schlumberger, Executive Vice-President Sales & Development, France Management Committee, JCDecaux
180 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 09:15-10:00 09:15-10:00 Discovery amphitheater - Digital hub Theater, Discovery hall How digital contribute to a more equitable education – conclusions Women at the top: Time to go faster! Capgemini by Mercer and Oliver Wyman Come and share the results of 48 hours of intensive thinking and The time is now for organizations to be more radical in their hiring and inspiration to rethink access to education thanks to digital. Based on development strategies to support women in advancing to senior roles. your contributions to build the Proof Of Concept that will advance the Join Mercer and Oliver Wyman to discuss what organizations can do to education cause, we invite you to share tomorrows Education landscape foster a culture which nurtures emerging talent and the value that this and challenges. brings, and share your insights on solutions for change. Facilitator : Moderator: Candice Blois, ASE Paris, Capgemini Consulting Pat Milligan, President and CEO, North America region, Mercer Speaker : Speakers: Jean-Michel Leclercq, Director of Strategy, CNED Michelle Daisley, Partner, Oliver Wyman Martine Ferland, Retirement Business Leader, Europac, Mercer Terry Stone, Managing Partner, Health & Life Sciences, Oliver Wyman
09:15-10:00 09:15-10:00 Connecting hub Social Impact hub Networks and diversity for competitiveness Coca-Cola 5by20: Unleashing the potential of women Airbus women leaders join with top business managers from various entrepreneurs industries to share their vision and strategy of an international women’s Unleashing the entrepreneurial potential of women is one of the most network with the Forum’s delegates. powerful and enduring ways to help families and communities prosper. Learn more about how we are helping women realize their potential Facilitators: through business skills training, access to finance and access to mentors. Christine-Anne Chevry, Senior Manager Research & Development, and Chairman of Women & Men in Business Network, Airbus Speaker: Helicopters Charlotte Oades, Global Director, Women’s Economic Empowerment, Marie-Alix Delestrade, Corporate Communication Media Relations, The Coca-Cola Company Airbus Group Speakers: Anne-Pascale Guedon, Vice-President, Financial Engineering, Airbus Group Alain Manoukian, Co-founder and General Manager, MySuccess Sally Pallet, Diversity and Inclusion Manager, Airbus UK Marie-Louise Philippe, Area Sales Director, Airbus Singapore Sonja Piontek, Marketing Director, BMW Asia
09:15-10:00 09:15-10:00 Engage the future hub Women in Media corner How do you measure a happy life? Ten tips for a great radio interview The OECD’s Better Life Index engages with citizens worldwide in a Radio needs more women’s voices – and raising your media profile can debate on what matters most for people’s quality of life. What are the key boost your career. Experts help you understand how to give a great ingredients for a good life– is it better education, environment, healthcare, interview. housing or working hours? Do people in different countries prioritize some things over others? What are the priorities for the Women’s Forum Facilitators: community? Antoine Cormery, Director Académie France Médias Monde (RFI- France 24-Monte-Carlo Doualiya) Speakers: Eve Irvine, International Reporter, France 24 Anthony Gooch, Director of Public Affairs and Communications, OECD Lorena Sanchez, Communications Project Coordinator, Public Affairs & Communications Directorate, OECD
2014 - WOMEN’S FORUM n 181 09:15-10:00 Roche corner The essential facilitating role of HR Balancing compassionate and professional inclusion and management of employees who are affected by chronic disease are acute challenges for those in charge of human resources. From daily organization to tailor-made solutions for employees, members of the HR community are invited to share best practice and experience in this sensitive domain. Moderator: Laurence Peyraut Bertier, Head of Public Affairs & Communications, Roche France Speakers: Olivier Lagrée, Principal, Organisation Transformation & Talent, Deloitte Conseil Florence Pivert, Acting HR Director, Roche France Anne-Sophie Tuszynski, Co-Founder, CANCER@WORK
10:00-10:15 Room change
10:15-11:00 10:15-11:00 Pink agora Yellow agora A world free from female genital cutting Leveraging the power of markets to achieve philanthropic goals Meet the civil society leaders Naana Otoo-Oyortey and JuliaLalla- Shari Berenbach is the President of the US Africa Development Maharajh, to discuss when and how we can end female genital mutilation. Foundation, and a pioneer in the use of enterprise-based models to address social needs and create sustainable, scalable solutions to some Moderator: of the world’s most pressing development challenges. Nina Gardner, Founder and Director, Strategy International, Adjunct Professor, Johns Hopkins, SAIS, and Member of the Women’s Forum Moderator: Program Committee Janet Voûte, Global Head of Public Affairs, Nestlé SA Speakers: Speaker: Julia Lalla-Maharajh, Founder and CEO, Orchid Project Shari Berenbach, President and CEO, US African Development Naana Otoo-Oyortey, Executive Director, Forward Foundation
10:15-11:00 10:15-11:00 Purple agora Blue agora Sweat labor, discrimination, dispossession and violence: Thriving during industry disruption How companies can respect human rights where others don’t How do you innovate and maintain profitability in a period of major Join Shift President Caroline Rees to discuss the challenges of regulating disruption in your business sector? harmful corporate practices in the world’s difficult regions – and the Moderator: revolution in corporate social responsibility to which Shift is contributing. Sophie Lambin, Co-Founder and Managing Director, Kite Global Moderator: Advisors Maria Livanos Cattaui, former Secretary General, International Speaker: Chamber of Commerce, and Member of the Women’s Forum Program Carey Kolaja, Vice President, Global Product Solutions, PayPal Committee Aymar de Lencquesaing, EMEA President, Lenovo Speaker: Caroline Rees, President, Shift
182 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks 10:15-11:00 10:15-11:00 Discovery amphitheater – Engage the future Theater, Discovery hall - PayPal Engaging the future: The next 10 years Crossing borders: The road to entrepreneurial success Join senior leaders from partner companies and the OECD to learn the The road to success has many twists and turns. Hear from successful outcomes of the Engage the future workshops and to look towards the entrepreneurs on the tips, tricks and lessons learned in starting their own next 10 years for how we can all contribute to reduce or even close businesses. Find out what they wish they knew before they launched the gender gap in different areas for developed and developing country their own business, and how they found creative solutions along the way. contexts. Speakers: Moderators: Jo Malone, Founder, Jo Loves and others Agnès Audier, Partner and Managing Director, The Boston Consulting Christina Smedley, Vice President, Global Brand and Group Communications, PayPal Hans-Paul Bürkner, Chairman, The Boston Consulting Group Speakers: Neil Barrett, Group Vice President, Sustainable Development, Sodexo Amita Chaudhury, Global Diversity Director, Unilever Anne-Gabrielle Heilbronner, General Secretary, Member of the Directoire, Publicis Groupe Seraina Maag, President and CEO EMEA, AIG Monika Queisser, Head of Social Policy Division, OECD An Vermeersch, Vice-President, Vaccines, GSK
10:15-11:00 10:15-11:00 Social Impact hub Orange corner The business case for women’s economic empowerment Social media training, group training Join us to discuss a ground-breaking integrated framework that corporates Meet with digital experts to learn the benefits of social media for your and businesses with women’s economic empowerment projects can work and for your personal life, and the tools you can leverage to reach adopt to increase return on investment and enhance outcomes for with your audience. women. Facilitator: Moderator: Marie Perruchet, Founder and CEO, One Perfect Pitch Lisa Witter, CEO and Chief Optimist, Witter Ventures Speaker: Florence Tercier Holst Roness, Director, Issues Affecting Women program, Oak Foundation
11:00-11:15 Room change
11:15-11:55 Plenagora Abe’s womenomics: Why it’s needed and not just in Japan What is Prime Minister Abe’s government doing to advance working women in Japan, and where else is policy engagement like this required so that pursuing a career becomes a viable choice for women too? Moderator: Marina Niforos, President and CEO, Logos Global Advisors Speakers: Marie-Françoise Damesin, Executive Vice President, Human Resources, Renault-Nissan Alliance Marwan Lahoud, Chief Strategy and Marketing Officer, Airbus Group Kaori Sasaki, Founder and CEO, ewoman, Inc., and Founder and CEO, UNICUL International Inc.
2014 - WOMEN’S FORUM n 183 11:55-12:50 Women’s empowerment: Our roadmap for the next ten years What improvements can we hope to see made in women’s rights and opportunities in the next 10 years – how can we and others contribute to seeing these improvements achieved – and what should we fight for even though it seems unachievable right now? Moderator: Theo Sowa, CEO, the African Women’s Development Fund (AWDF), and Member of the Women’s Forum Program Committee Speakers: Jessica Horn, Writer and Senior Advisor, African Institute for Integrated Responses to Violence Against Women and HIV/AIDS, Stephen Lewis Foundation Loraine Phillips, Director, Logistics and Distribution, EMEAF, ExxonMobil Chemical Elizabeth A. Vazquez, President, CEO and co-founder, WEConnect International
12:50-13:00 MC’s and the Forum’s last words Hosted by Forum MC Gillian Martin Mehers, and featuring our Forum President Véronique Morali. MC: Gillian Martin Mehers, Founding Director, Bright Green Learning Speaker: Véronique Morali, CEO, Webedia, and President, Women’s Forum for the Economy & Society
184 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks ALTRAN - COCA-COLA ENTERPRISES - DIVERSEO - GSK - IESE BUSINESS SCHOOL - KPMG - KUSMI TEA - OAK FOUNDATION PUBLICIS GROUPE - SEPHORA - TF1 EVENTS - THALYS - UNILEVER - VOXFEMINA - WOMEN MOVING MILLIONS
2014 - WOMEN’S FORUM n 185 premium partners
www.cartier.com
COMPANY PROFILE REASONS FOR PARTNERING
Founded in 1847 by Louis-François, Cartier is one of the world’s For more than 165 years, Cartier has pioneered styles, trends most esteemed houses of luxury, designing and manufacturing and creations, and brought women the excellence of its unique exclusive collections of fine jewellery, wristwatches, prestige craftsmanship and incredible quality of its products. Women are a accessories and perfumes, distributed through close to 300 Cartier resource that Cartier respects and admires. They form the majority boutiques all over the world. For Cartier, social responsibility is of its clients, over 50 per cent of its workforce and the impulse paramount and has governed its ethics from the start. Cartier co- behind many of its creations, from its first female director of High founded the Council for Responsible Jewellery in 2005. It nurtures Jewellery, Jeanne Toussaint, a figurehead of bold creativity, to a strong tradition of artistic philanthropy through the Fondation numerous lady patrons who have influenced social progress and Cartier pour l’Art Contemporain. Cartier is also a key supporter of change. the fight against international counterfeiting. As a founding partner of the Women’s Forum, Cartier is particularly proud to be jointly organizing the Cartier Women’s Initiative Awards, an annual business-plan competition that celebrates audacious and innovative women entrepreneurs from all over the world. The Cartier Women’s Initiative Awards have now become one of the signature projects of the Women’s Forum. In eight years, Cartier has lent its support to over 125 women entrepreneurs from all over the world. Entrepreneurs are the lifeblood of an economy, idea crunchers and pioneers for change. They create needs and prosperity. The Awards are not only a gesture of generosity towards women but also a sign of the confidence of Cartier in the leading role they will play in the future. www.cartierwomensinitiative.com
186 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks premium partners
www.orange.com
COMPANY PROFILE REASONS FOR PARTNERING
Orange is one of the world’s leading telecommunications At Orange, we have taken great pride in our partnership with operators with sales of €41 billion in 2013 and has 161,000 the Women’s Forum Global Meeting over the past ten years. employees worldwide at 30 June 2014, including 101,000 We are strongly committed to encouraging women’s leadership employees in France. Present in 30 countries, the Group has a development and ensuring diversity in our company. total customer base of more than 236 million customers at 30 The Orange Foundation is committed to promoting women in the June 2014, including 179 million mobile customers and 16 economy and society and, together with the Women’s Forum, million fixed broadband customers worldwide. Orange is also has created Women for Change. For the second year, during the a leading provider of global IT and telecommunication services opening dinner, we’ll be awarding African women who are actors to multinational companies, under the brand Orange Business of change and drivers of growth with further resources to expand Services. their initiatives and help women and girls. Because we’re working to help people make the most of their digital services, you’ll have access to Orange Wi-Fi and contactless (NFC) solutions all around the Forum – bringing you practical event information, conference summaries, community sites and more. We also invite you to come and see our animated Social Media Hubs in our corner and in the Discovery Hall, and take advantage of our personal coaching to learn the benefits of social media for your work and your personal life.
2014 - WOMEN’S FORUM n 187 premium partners
blog.alliance-renault-nissan.com
COMPANY PROFILE REASONS FOR PARTNERING
The Renault-Nissan Alliance is a strategic partnership between The Renault-Nissan Alliance is the auto industry’s leading Paris-based Renault and Yokohama-based Nissan. In 2013, the champion of gender equality. Having a diversified workplace where Alliance sold a record 8.3 million cars in 200 countries – one everyone gets opportunities for career advancement ensures the in 10 cars worldwide. Brands include Renault, Dacia, Renault biggest possible talent pool for the Alliance, which ultimately drives Samsung, Nissan, Infiniti, Datsun, Venucia and Lada. The Alliance profitability. Through its Declaration of Employees Fundamental is the auto industry’s leader in sustainability and has sold more Rights, Diversity Charter, Agreement on Professional Equality and zero-emission vehicles than all other automakers combined. career development programs for women, the Alliance remains fully committed to equal opportunities for its global workforce.
188 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks GOLD partners
www.abb.com www.deloitte.com
COMPANY PROFILE COMPANY PROFILE
ABB is a global leader in power and automation technologies. Deloitte is an organization of member firms around the world Our solutions improve efficiency, productivity and quality for our which provides professional services and advice in nearly customers’ operations while minimizing environmental impact. 150 countries. With 200,000 people worldwide, Deloitte delivers We operate in around 100 countries and employ over 150,000 services in audit, tax, consulting and financial advisory – and people. The global trends driving ABB’s business include rapid serves most of the world’s largest companies, as well as large shifts of population growth to the emerging world, and one of the national enterprises and public institutions. In France, Deloitte most critical challenges of the 21st century – adding renewables employs 7,950 professionals on diversified expertise to meet the to our power grids. Our solutions contribute to a better world in challenges of its clients of all sizes from all industries. many ways. In India, solar-powered water pumps that rely on ABB technology are making a huge difference to the lives and livelihoods of local farmers who would otherwise struggle to REASONS FOR PARTNERING irrigate their crops. “Microgrids” that supply clean electricity on islands in the Atlantic and in Alaska rely on ABB control solutions The Women in Media initiative is a unique opportunity to to satisfy growing demands for power without resorting to fossil contribute to women’s empowerment in their media monitoring fuels. And ABB’s dual-arm robot will allow humans and robots to and therefore to increase their role in the business world and its collaborate in ways that were once inconceivable. evolution. Deloitte is highly involved worldwide and in France in closing the gender gap. In France, as part of the Capital Féminin program, Deloitte encourages the emergence and access of REASONS FOR PARTNERING women to leadership positions.
With people from more than 140 nationalities, ABB knows diversity is a key competitive advantage. We need talented women from all over the world and we develop their talents regardless of race, religion, ethnicity and gender. ABB is therefore proud to partner the Women’s Forum and to support women in technology.
2014 - WOMEN’S FORUM n 189 gold partners
www.jcdecaux.com www.sanofi.com
COMPANY PROFILE COMPANY PROFILE
JCDecaux is the number one worldwide in outdoor advertising Sanofi is a global integrated healthcare leader focused on and self-service bicycle hire. The only pure player worldwide patients’ needs and engaged in the research, development, active in the three segments of the outdoor advertising industry manufacturing and marketing of innovative therapeutic solutions. (street furniture, transport advertising, and billboard advertising), Sanofi has core strengths in healthcare, with seven growth the Group has generated revenues worth a total of €2,676 million platforms: diabetes solutions, human vaccines, innovative drugs, in 2013. JCDecaux has played a major role in shaping cities consumer healthcare, emerging markets, animal health and for fifty years. It all started with a simple idea: to provide cities Genzyme (rare disease and multiple sclerosis). With more than with street furniture free of charge in exchange for exclusive 110,000 employees in 100 countries, and 112 industrial sites, advertising rights. This business model still shapes JCDecaux’s Sanofi acts to protect health, enhance life and respond to the core business of outdoor advertising. hopes and potential healthcare needs of the 7 billion inhabitants around the world. In 2032, 61% of the world’s population will live in a city, compared to 52% in 2012. To match the needs of this increasingly urban and mobile population, JCDecaux’s goal is to invest in Research REASONS FOR PARTNERING and Development to design «multifunctional » and smart street furniture, and to constantly anticipate what kind of products can Our continued support of the Women’s Forum is a demonstration play in an urban environment – their uses, potential, but also of Sanofi’s corporate social responsibility and its commitment visibility and accessibility across the board. to gender equality and diversity. Our participation exemplifies the importance we place on a gender balanced talent pool and acknowledges Sanofi CEO Christopher A. Viehbacher’s belief REASONS FOR PARTNERING that a diverse workforce at all levels of the organization is a key contributor in shaping and fulfilling our company mission. Competition, cooperation and creation are supported every day Sanofi male and female delegates will draw on the Forum’s fresh by our 12,000 people in more than 60 countries around the world. perspectives on contributing to more equitable societies, using Thus, JCDecaux is naturally a partner of the Women’s Forum. this energy to offer new insights within our company. They join prior Sanofi delegates in sustaining the momentum of our diversity strategy and efforts to promote gender balance in our workplace.
190 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks gold partners
www.sodexo.com
COMPANY PROFILE
Since 1966, Sodexo, world leader in Quality of Life Services, has acted as a strategic partner for companies and institutions that place a premium on economic performance and employee well- being. Sharing the same passion for service, Sodexo’s 428,000 employees, in 80 countries around the world, design, manage and deliver an unrivalled array of integrated services. Sodexo promotes the fulfillment of its employees and contributes to the economic, social and environmental development of the local communities in which it operates.
REASONS FOR PARTNERING
Sodexo has long given high priority to gender balance and the advancement of women at every level of the organization. In five years, the percentage of women in top management has risen from 17% to 23%, with an objective of 25% in 2015. Our commitments to women have been recognized by numerous awards and recognitions: for example, we are the only company to rank in the top two in DiversityInc’s Top 50 for five consecutive years. We have collaborated with the Women’s Forum since 2007 and today we are proud to be part of the Mexican Delegation in order to further the dialogue on gender equality in business.
2014 - WOMEN’S FORUM n 191 9th Edition GLOBAL silver partners www.accor.com www.august-debouzy.com Accor, the world’s leading hotel operator, is present in 92 Founded in 1995, August & Debouzy has grown into a leading MEETING countries with more than 3,600 hotels and 470,000 rooms. Our French business law firm with 110 lawyers, including 26 partners, 13 brand portfolio - Sofitel, Pullman, MGallery, Mercure, Novotel, offering its clients a comprehensive range of legal services. August Suite Novotel, Adagio, ibis, ibis Styles, ibis Budget and hotelF1- & Debouzy has always accorded a major role to women within The open world: covers all market segments from luxury to budget. These brands its organization. More generally, our firm has always encouraged are modern, innovative, blending our French origins with the very diversity among its members and we are proud to gather people Compete, cooperate, create best of local cultures. At Accor, we see ourselves as a natural from all around the globe. This commitment to diversity gives us partner for the Women’s Forum with 50% of women among our a unique and innovative approach of our work. Deauville France 16-17-18 October 2013 170,000 employees and over 20 million women that are welcomed each year in our hotels over 5 continents. Every day, we work to satisfy their aspirations and to facilitate their stays.
ACCENTURE – AIG – ALTRAN – BANK OF AMERICA – COCA-COLA ENTERPRISES – FACEBOOK - KPMG - KUSMI TEA www.aig.com www.baxter.com AmericanLATHAM International Group, & Inc. WATKINS (AIG) is a leading international – MUSÉE A global, D'ORSAY diversified healthcare - PUBLICIS company, Baxter InternationalGROUPE - REMY COINTREAU - SEPHORA - SYNTHESIO - UNILEVER – VOXFEMINA insurance organization serving customers in more than 130 Inc. develops, manufactures and markets products that save countries. AIG companies serve commercial institutional and and sustain the lives of people with chronic and acute medical individual customers through one of the most extensive worldwide conditions. At Baxter, we believe integrating Inclusion and Diversity property casualty networks of any insurer. In addition, AIG principles into the way we work is key to ensuring a sustainable PRODUCER companies are leading providers of life insurance and retirement business that enables us to create products that advance patient services in the United States. AIG has a long standing partnership care worldwide. As increasing the number of women leaders at with the Women’s Forum for Economy and Society allowing us Baxter is one of our primary Inclusion focus areas, we are proud to be part of the important work they do in giving a platform to to be a partner of the Women’s Forum. women’s voices on the key issues we face in today’s society.
www.airbusgroup.com www.bcg.com Diversity is part of the foundation of Airbus Group and is a key The Boston Consulting Group is a global management consulting priority for the company, including the development of female firm and the world’s leading advisor on business strategy. talent. Airbus Group’s diverse teams benefit from a wider range BCG partners with clients in all sectors and regions to identify of perspectives, enhancing agility, creativity and innovation, and their highest-value opportunities, address their most critical sustaining competitive advantage. This actively participates to challenges, and transform their businesses. Its customized the Group’s promotion of cutting-edge technologies and scientific approach combines deep insight into the dynamics of companies excellence to contribute to global development and to building a and markets with close collaboration at all levels of the client more equitable world. Partnering with the Women’s Forum will organization. This ensures that its clients achieve sustainable allow Airbus Group to share its values and learn from industry competitive advantage, build more capable organizations, and partners and other stakeholders. secure lasting results. Founded in 1963, BCG is a private company with more than 81 offices in 45 countries.
192 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks silver partners
www.capgemini.com www.eurazeo.com Capgemini has decided to renew for the third time its partnership Eurazeo is one of the leading listed investment companies with the Women’s Forum. As such, the Group wishes to contribute in Europe with €5 billion in diversified assets. Its mission is to to the current debate by bringing ideas and concrete solutions to identify, accelerate and enhance the transformation potential of live in a fairer world. It’s a chance for us to express our conviction companies in which it invests. Eurazeo is notably either a majority that women play a key role to build our future. It also represents or key shareholder in Accor, ANF Immobilier, Asmodee, Desigual, a great opportunity for some of Capgemini best female middle Elis, Europcar, Foncia, Fonroche, Moncler, Rexel, and smaller and top executives to meet each other and remarkable worldwide companies such as Dessange or IES Synergy. Eurazeo, which leading figures. Capgemini expects this event to help them seeks to deliver sustainable leadership for its portfolio companies, return more inspired and motivated to take a greater part in the has founded its investment philosophy on five deep-rooted company’s governance and contribute to improving professional values – Boldness, Independence, the Long Term, Expertise and gender equality. To conclude, this unique event will allow us to Responsibility – a vision it shares with The Women’s Forum for the share our commitments in an informal and friendly environment. Economy and Society.
www.coca-colacompany.com www.exxonmobil.com The Coca-Cola Company is the world’s largest beverage company, ExxonMobil is the largest publicly-traded international oil and refreshing consumers with more than 500 sparkling and still gas company. In addition to providing more than US$80 million brands in more than 200 countries. With an enduring commitment of support for women in developing countries and emerging to building sustainable communities, the Women’s Forum is a markets since 2000, we also look for opportunities to leverage great opportunity for an open platform for listening, learning and our talented global work force; utilize our competencies in innovative action. We believe in the power of partnership between business management and technology; and raise awareness of business, government and civil society to unlock the multiplier the importance of advancing economic opportunities for women. effect and build a new and exciting future for women across the Partnering with the Women’s Forum helps move this global effort world. forward.
www.egonzehnder.com www.hoganlovells.com Egon Zehnder is the world’s largest privately-held executive search Hogan Lovells is a global legal practice that helps corporations, and talent strategy firm, with more than 420 consultants and 68 financial institutions, and governmental entities across the offices in 41 countries. We operate as a single firm worldwide. spectrum of their critical business and legal issues globally and Our core services include Executive Search, Board Consulting, locally. We have over 2,500 lawyers operating out of more than Leadership Assessment, and Leadership Development. As a truly 40 offices in Africa, Asia, Europe, Latin America, the Middle East, global, equal partnership comprising male and female colleagues and the United States. Our practice breadth, geographical reach, at all levels and including many cultures, languages, and beliefs, and industry knowledge provide us with insights into the issues we have a deeply personal appreciation for the value of diversity that affect our clients most deeply and enable us to provide high – for us and for our clients. Diversity and inclusion is a sound quality business-oriented legal advice to assist them in achieving business imperative. We are proud to be part of the Women’s their commercial goals. Hogan Lovells is distinguished by a highly Forum and the sponsor of the Rising Talent initiative. collaborative culture which values the contribution of our diverse team both within Hogan Lovells and in the wider community.
2014 - WOMEN’S FORUM n 193 silver partners
www.hyatt.com www.mazars.com Hyatt is a proud partner of this year’s 2014 Women’s Forum Mazars is an international, integrated and independent Global Meeting in Deauville. We are a global hospitality company organization, specializing in audit and consulting, and relying on with widely recognized, industry leading brands built from a rich the expertise of 13,800 professionals in 72 countries. Diversity tradition of innovation. Hyatt is focused on being the preferred is one of Mazars’ unifying values and a key asset for its long- brand for all guests and colleagues around the globe, with a special term future, illustrated through the success of its book “A focus on women. We are committed to supporting the needs women’s world, a better world?” and its two previous surveys of our female travelers, as well as our colleagues and beyond, “The Y Revolution” and “What do men think?” focusing on the including growth, development, educational opportunities, career perspective of Gen Yers and men on gender equality. This year, placement, and travel experiences. For more specific information Mazars is launching its new international survey focusing on the on some of the ways we are helping female business travelers on opinion and perspective of 3 generations of women all around the the road, visit www.experience.hyatt.com. world on gender equality in its diverse forms.
www.lenovo.com www.mercer.com www.oliverwyman.com Lenovo is a US$39 billion personal technology company & the Mercer and Oliver Wyman are wholly owned subsidiaries of largest PC maker in the world. Dedicated to engineered PCs & Marsh & McLennan Companies. Mercer is a global consulting mobile internet devices, Lenovo’s business is built on product leader in talent, health, retirement and investments. Mercer helps innovation, efficient global supply chain and strong strategic clients advance the health, wealth and performance of their most execution. Its product lines include Think-branded commercial PC vital asset – their people. Oliver Wyman is a global leader in and Idea-branded consumer PC, servers, workstations & mobile management consulting. Oliver Wyman combines deep industry internet devices, including tablets and smartphones. Lenovo is a knowledge with specialized expertise in strategy, operations, risk global company, valuing diversity & cultural integration. Lenovo management and organization transformation. Together, inclusive launched the “Women in Leadership” program in 2007 to address leadership and encouraging diversity is our priority and long term key priorities that would support women’s growth. Lenovo is focus. We actively engage in dialogues with business leaders to proud to be the Official Technology Sponsor of the Women’s foster a diverse culture in the workplace and society. Forum since 2006.
www.lir.asso.fr www.nestle.com LIR is an innovative think thank dedicated to imagining tomorrow’s With sales of CHF92.2 billion in 2013, Nestlé is the world’s leading health. Its membership regroups 16 European, American and nutrition, health and wellness company. “Good Food, Good Life” Japanese pharmaceutical groups. LIR provides highly pertinent is the promise we commit to everyday, everywhere – to enhance and reliable analysis, through the work of its experts, on a broad lives, at each stage of life with good food and beverages. range of issues: scientific research, healthcare economics and Headquartered in Switzerland, the company employs 333,000 research investment. LIR conducts constructive debate key people and has 447 factories worldwide. At the Women’s Forum, issues about research, therapeutic efficacy and financial balance Nestlé will illustrate initiatives along its value chain to empower of the healthcare system. women, which is key to the future success of our company. LIR aims to drive proposals reinforcing therapeutic progress, strengthen ties between public and private research, shape a more efficient healthcare system making France an attractive prospect for R&D investors.
194 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks silver partners
www.paypal.com www.vitra.com PayPal puts people at the center of everything we do. Founded Vitra is a Swiss company dedicated to improving quality of in 1998, we continue to be at the forefront of the digital payments homes, offices and public spaces through the power of design. revolution, giving people direct control over their money. Through Our products and concepts are developed in an intensive design our innovations, we make transactions easier for over 152 million process, which brings together our engineering excellence with active registered accounts by helping people and businesses creative genius of leading international designers. It is our goal to receive and make payments in more than 100 currencies in 203 create interiors, furniture and accessories that are functional and markets across the world. PayPal is excited to partner the 10th inspiring. Longevity of materials, construction and aesthetics is anniversary of the Women’s Forum Global Meeting. The Women’s our leading principle, as demonstrated by our Classics. Initiatives Forum is known for bringing together leaders from a wide array of like Vitra Campus architecture, Vitra Design Museum, workshops, fields, and we at PayPal look forward to being a part of the creative publications, collections and archives are all integral elements of exchange of ideas and innovative programs that are possible Vitra. when the best and brightest minds in business, government and They give us the opportunity to gain perspective and depth in all education intersect. our activities.
www.roche.com www.pommery.fr Roche SAS, French subsidiary of F. Hoffmann-La Roche All over the world, since it is their favorite wine, champagne is Pharmaceutical Group, discovers, develops and provides often linked to women. Following the steps of Madame Pommery, innovative therapeutic products for currently unmet medical who started in 1836 the company that is now well-known as needs. Excellence in science, ethics and access to innovation for Vranken-Pommery Monopole, we are happy to introduce you to patients are our commitments. We aim at answering medical and an entire universe dedicated to the know-how of her champagne. societal challenges in five major therapeutical areas: oncology, It is with this vision that the group became committed from the virology, inflammatory diseases and central nervous system. very beginning to create The Women’s Forum for the Economy Roche proposes therapeutic solutions today and innovates for and Society to develop together the strong ideas of the world of tomorrow. As a company with a unique profile in terms of the tomorrow. advancement of women, Roche France is delighted to participate in this edition of the Women’s Forum Global Meeting.
www.safran-group.com Safran is a leading international high-technology group with three core businesses: Aerospace (propulsion and equipment), Defence and Security. Operating worldwide, the Group has 66,300 employees and generated sales of €14.7 billion in 2013. Working alone or in partnership, Safran holds world or European leadership positions in its core markets. The Group invests heavily in Research & Development to meet the requirements of changing markets, including expenditures of €1.8 billion in 2013. Safran is listed on NYSE Euronext Paris and is part of the CAC40 index.
2014 - WOMEN’S FORUM n 195 event partners
www.altran.com www.publicisgroupe.com
www.cokecce.com www.sephora.com
www.diverseo.com www.tf1events.fr
www.gsk.com www.thalys.com
www.iese.edu www.unilever.com
www.kpmg.com www.voxfemina.asso.fr
www.womenmovingmillions.org www.kusmitea.com
www.oakfnd.org
196 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks institutional partners
www.musee-orsay.fr www.oecd.org The Musée d’Orsay celebrates Women through several projects The OECD is the international organization that helps governments with Impressionism and Fashion (autumn 2012), Frida Kahlo to raise living standards and increase well-being through policy (autumn 2013)... In 2013, the Musée d’Orsay has launched the advice and co-operation. It is frequently referred to as a global Women Patrons Circle of the Musée d’Orsay and Musée de policy network because of its unique way of working. Each issue l’Orangerie with its partners : the InterElles Circle, the French is closely studied by a committee made up of experts from each Women Chief Executives Association, the Fédération Pionnières country. The common goal of all committees is to find policy and Communication & Entreprise. A unique initiative, this Circle is solutions to current and future challenges, whether global or local. an example of the resolve to give public recognition to Women, by Advice is based on comparing and analyzing international data, responding to current societal issues: equality, equal professional provided by governments. Most of this work has an economic opportunities, education... It means making the economic players angle, because policy solutions must be economically viable aware of these issues, and creating a genuine platform for and strong economies have a greater capacity to improve living exchanges. standards.
2014 - WOMEN’S FORUM n 197 media partners
www.euractiv.com www.euractiv.fr international.nytimes.com EurActiv, the European Media Network present in 12 EU capitals, International New York Times is a leading international news publishes free EU news and facilitates EU policy debates for policy source for opinion leaders and decision-makers around the professionals in 12 languages. With 2.8+ million page views and globe. It is part of The New York Times Company, a global 660,524 ‘unique visitors’ per month, EurActiv is the leading online media organization dedicated to enhancing society by creating, media on EU affairs. We address 80% of our readers in their own collecting and distributing high-quality news and information. It is language. EurActiv targets EU policy and business stakeholders, known globally for excellence in its journalism, and innovation in journalists, NGOs and other multipliers across Europe. EurActiv its print and digital storytelling. provides a ‘one-stop shop’ where users can compare major International New York Times includes the journalism of The stakeholder positions, original source documents, videos and New York Times, tailored for a global audience, with dedicated informed opinion from EU bloggers. EurActiv is proud to be a newsrooms, in Paris, London, Hong Kong and New York. Media Partner of the Women’s Forum 2014 in Deauville. International New York Times succeeds the International Herald Tribune. For more information visit NYTCo.com. www.francemediasmonde.com rfi.fr france24.com mc-doualiya.com www.lexpress.fr/styles/ France Médias Monde, the group in charge of French international broadcasting services, comprises three media: the trilingual news L’Express Styles, a weekly feminine news brand with a double TV channel France 24, the international radio station RFI and the editorial offer: The unique look of a feminine magazine, with Arabic-language radio Monte Carlo Doualiya, all defending shared an iconographic singularity and quality, and the reactivity and values such as human rights, gender equality and promotion of expertise of a contemporary news magazine.Unexpected diversity on a global scale in 14 languages. The three French meetings, exceptional previews, audacious silhouettes, but international media pay particular attention to the status of ultimately a style which stays accessible. Styles online, an women around the world and feature topics and programs about exclusive online fashion analysis: previews, exclusive insights the realities women face in all areas. They are also committed to into Fashion Weeks Aware of the increasing power of women, gender equality within their respective companies. RFI, France 24 L’Express Styles makes a large space for topics about the realities and Monte Carlo Doualiya are pleased to support this edition of they face, at work or in their private life, and is very happy to the Women’s Forum. support the 10th edition of The Women’s Forum Global Meeting by publishing a special Women’s Forum Issue.
www.huffingtonpost.fr www.huffingtonpost.es www.lesaffaires.com www.huffingtonpost.co.uk Les Affaires is the only media group to contribute to the “It would be futile to attempt to fit women into a masculine pattern professional and personal success of Quebec businesspeople. of attitudes, skills and abilities and disastrous to force them to It is an unparalleled source of specialized information through suppress their specifically female characteristics and abilities by its weekly newspaper, website, personal finance magazine, and keeping up the pretense that there are no differences between the some 50 events a year. Over the past five years, Les Affaires has sexes”, Arianna Huffington. With 11 editions around the world, The held an annual conference on women in leadership, which has Huffington Post has featured some of women’s greatest voices in become an industry mainstay. In January 2013 Géraldine Martin the world. Politicians, entrepreneurs, mothers, celebrities, world took the helm of Les Affaires as editor-in-chief and assistant leaders: many amazing bloggers who defended their own vision publisher, marking the first time in its 86 years history that the on how they could change the society. Something greatly shared group has been led by a woman. with The Women’s Forum goal to promote women’s voices, and to help them strengthen their representation as experts.
198 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks media partners
www.lesechos.fr www.marieclaire.fr Les Echos is a leading newspaper and a reference brand which Marie Claire has always upheld strong humanistic values. It covers all the economic information in a constant completeness has picked up and accompanied women’s greatest trends and and quality, regardless of the medium used. In a complex and aspiration. Marie Claire takes pride in its difference, anticipates uncertain economic environment, economic actors need now the evolution of women’s lives, and provides them with emotion more than ever a reliable, accurate and innovative media. The and engagement through unique investigative reports. In the 34 editorial excellence and expertise of Les Echos provide the readers countries where it is present, Marie Claire has championed great effective economic information, which helps in decision making. causes. The magazine defends the cause of women, militates “We have supported the Women’s Forum since its creation. We for their emancipation, supports their struggles, and denounces are aware of women’s increasing power, of their contribution to the crimes committed against them. It has also started its own economic growth and their influence on our societies’ future great actions to fight Breast Cancer, and organizes manifestations that issues.” aim at helping society evolve. Marie Claire is pleased to support this edition 2014 of the Women’s Forum with the “Women for Change” Award.
2014 - WOMEN’S FORUM n 199 digital partners
DIGITAL partners
www.lesechos.fr www.altran.com www.eleconomista.com.mx Les Echos is a leading newspaper and a reference brand which covers all the economic information in a constant completeness and quality, regardless of the medium used. In a complex and uncertain economic environment, economic actors need now more than ever a reliable, accurate and innovative media. The www.cokecce.com editorial excellence and expertise of Les Echos provide the readers effective www.empreendedorismorosa.com.br economic information, which helps in decision making. “We have supported the Women’s Forum since its creation. We are aware of women’s increasing power, of their contribution to economic growth and their influence on our societies’ future great issues.” www.webschoolfactory.frwww.diverseo.com
www.marieclaire.fr
Marie Claire has always upheld strong humanistic values. It has picked up and accompanied women’s greatest trends and aspiration. Marie Claire takes pride in its difference, anticipates the evolution of women’s lives, and provides them with emotion and engagement through unique investigative reports. In the 34 countries where it is present, Marie Claire has championed great causes. The magazine defends the cause of women, militates for their emancipation, supports their struggles, and denounces the crimes committed against them. It has also started its own actions to fight Breast Cancer, and organizes manifestations that aim at helping society evolve. Marie Claire is pleased to support this edition 2014 of the Women’s Forum with the “Women for Change” Award. 30 31
200 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks CORPORATE & NETWORK DELEGATIONS
Delegations: Networks: ACCENTURE ALL-CHINA WOMEN’S FEDERATION AMERICAN EXPRESS CITY WOMEN NETWORK A.T. KEARNEY FINANCI’ELLES AXA FRENCH INSTITUTE – ALLIANCE FRANCAISE CARLSON WAGONLIT TRAVEL GIVING WOMEN CARREFOUR PWN GLOBAL CLIFFORD CHANCE LLP TIAW – THE INTERNATIONAL ALLIANCE FOR WOMEN CREDIT SUISSE WOMEN’S BUSINESS SOCIETY DUBAI ELECTRICITY AND WATER AUTHORITY Women in Parliaments Global Forum (WIP) DUBAI WOMEN ESTABLISHMENT GDF SUEZ GOOGLE INTERNATIONAL FINANCE CORPORATION KERING KETS DE VRIES INSTITUTE LAFARGE LATHAM & WATKINS PHILIP MORRIS INTERNATIONAL VMWare WIPHOLD
2014 - WOMEN’S FORUM n 201 management & teams MANAGEMENT Jean-Christian Agid – 37East Caroline Simon (left in November 2014) Senior Consultant North America & LatAm PR & Media Partnerships Manager Clara Gaymard (joined in January 2015) Women’s Forum Brazil and Mexico Women in Media Project Manager President Project Manager CEO Champions Project Manager Véronique Morali (left in December 2014) FINANCE & ADMINISTRATION Former President [email protected] [email protected] Gabriel de Gorostarzu Jacqueline Franjou Financial and Administrative Officer Magali Marrannes Chief Executive Officer gabriel.de.gorostarzu@womens-forum. Partnership & Operational Coordinator [email protected] com Women’s Forum Brazil Project Jacqueline Boy Coordinator Pierre Marello Executive Assistant Women’s Forum Japan Project Manager Project Executive, Protocol [email protected] [email protected] Women’s Forum Dubai Project Manager [email protected] Hugo Capdevielle PROGRAM Account Manager Delegation Project Manager Jennifer Milliken LOGISTICS [email protected] Program Director Florence Vernhes [email protected] Sarah Bachmann Event Manager [email protected] Laetitia Colonna Delegates Coordinator [email protected] Program Officer Barbara Aubin Women’s Forum Myanmar Project Thomas Ladougne Assistant Event Manager Manager Delegates Coordinator [email protected] [email protected] [email protected] Stefan Draszczyk DECOR AND TECHNICAL (joined in January 2015) PRODUCTION Senior Consultant COMMUNICATIONS Publicis Events France Discovery Program Joanna Spiette [email protected] Communications Director Catherine Cante Bruno Vinay Rising Talents Project Manager Project Director (left in December 2014) Women’s Forum Brussels and Italy [email protected] Senior Consultant Project Manager [email protected] Romain Buiret Discovery Program Production Director Amaya Bloch-Lainé Nathalie Rault [email protected] Digital Communications Manager (left in December 2014) Magali Portailler Women in Media Project Manager Senior Consultant Logistics Director [email protected] Discovery Program [email protected] Gwenaëlle Morin Matthieu Riolfo PARTNERSHIP & DELEGATES Communications & Publishing Manager Speakers Logistics Manager [email protected] [email protected] François-Alexandre Bertrand Business Director Randall Koral Fabrice Beaugonin francois-alexandre.bertrand@womens- Senior Consultant Media Relations Event Coordinator forum.com [email protected] [email protected] Stephanie Shaw Elie Levaï Elodie Le Roch Partnership Director Europe PR & Media Partnerships Manager Event Coordinator [email protected] [email protected] [email protected]
202 n 2014 - WOMEN’S FORUM More info on our website www.womens-forum.com and our social networks PROGRAM COMMITTEE 2014 Committee Members For the Women’s Forum Maria Livanos Cattaui, former Secretary Jacqueline Franjou, CEO General, International Chamber of Jennifer Milliken, Program Director Commerce Véronique Morali, CEO, Webedia, Nina Gardner, Founder and Director, and former President Strategy International, Adjunct Professor, Johns Hopkins, SAIS Bruno Vinay, former Senior Consultant, Discovery Program Estelle Metayer, President, Competia Theo Sowa, CEO, the African Women’s Development Fund Ann Walker Marchant, CEO, the Walker Marchant Group
2014 - WOMEN’S FORUM n 203 BOOK DESIGN & PRODUCTION Artimedia
PHOTOGRAPHY Abaca Press
EDITORS Terry Ascencio-Parvy Randall Koral Jo Whelan
WRITERS Mary B. Adams Tim Carlson William Dowell Heidi Ellison Edward Girardet William Hinchberger Abhinay Jhaveri Tanis Kmeytk Chris Newens Pamela Poole Mary Shaffer Claire Vigier Richard Waddington Tim Weaver
THANKS TO Catherine Kédémos Roland Deleplace
This book contains reports of the sessions held during the 10th Global Meeting of the Women’s Forum for the Economy and Society (15-17 October 2014, Deauville, France), along with photos and quotes of speakers and participants.
©Wefcos, February 2015 Book not for sale